Ways To Achieve A More Efficient Hiring Process: Improve The Hiring Process

Hiring the right people is the single most important thing you can do to grow your company. After all, your team drives everything else and if your team isn’t strong, neither will be.

It’s no secret that hiring great new employees is hard. Even for big companies with tons of applicants, it often comes down to a matter of who interviews best.

This doesn’t mean you should skimp on interview questions it just means that as much as possible, look for people who are eager to work hard in an environment you’ve created.

That probably sounds like a lot of things at once but the principle is simple: You get out of hiring what you put into it. This guide will help you ask better questions, create a better interview process and hire the right people faster than ever before.

Build A Solid Company Brand

You can’t hire great people if you don’t know what you’re looking for. Before you start searching for candidates, you need to know who you are as a company, what you do and why it matters.

This starts with building a solid company brand. What’s your mission statement? What are your core values? What are the benefits you offer employees?

What are the expectations for the role? Once you have a better understanding of the company you’ve built, it’ll be much easier to attract the types of people you want on your team.

Assess The Skills You Need Right Now

If you’ve ever hired someone for a position that you desperately needed to fill only to have them leave a few months later, you know how disappointing it can be.

It’s a waste of time and money and it creates unnecessary turnover costs and headaches. Rather than hiring people who are a good fit and committing to them, you might instead commit to people who are desperate to work for you and end up having to let them go.

Well, there’s an easy way to avoid this: Assess the skills you need right now instead of the ones you need long term. This is especially important when your company is growing.

You don’t want to hire based on specific skill requirements or years of experience; you want to hire based on the needs of your team right now.

Make A Hiring Decision

Like any other business decision, you want to make an informed hiring choice. This means you need to be clear on exactly what the job entails and what you want to get out of it.

Having a solid job description will help you stay focused on what’s most important and make it easier to screen candidates. With your goals clearly defined, it’ll be much easier to evaluate candidates ability.

Be sure to ask questions that align with what matters most, though. Even if you’re looking for great team members who are willing to tackle any challenge, don’t ask questions that focus on hypothetical situations. Instead, ask questions that focus on their ability to perform the tasks you need done most.

Build A Team Of Independent Testers

One of the best ways to help find out if your prospective employees are a good fit for your company is to have your current employees test them out. Not only will this give you a better sense of the person’s potential but it will also show them what it’s like to work for you.

If there’s a role you’re trying to fill and you have a staff member who would be a good fit, consider having that person take on the role for a short time.

If they’re the right person for the job, you’ve saved yourself time, effort and money by having them help fill the role and you’ve also given them a taste of what it’s like to work for you.

Write A Winning Job Description

If you want to attract the best candidates, your job description has to be top-notch. It should be clear, concise and comprehensive. It should also sound like you.

It shouldn’t read like a robotic, formulaic list of duties. There are a few ways to make sure your job description is as good as it can be. First, try to learn from the job descriptions at other companies in your industry. What do they do well and what can you learn from?

Next, brainstorm a list of skills and characteristics you want in your ideal candidate. Once you’ve got a good list, it’s time to edit. Be ruthless and cut anything that isn’t essential.

Create A Comprehensive Hiring Plan

If your hiring process is disorganized and haphazard, it will take you longer than it should to find and hire the right people. At the same time, you don’t want to rush through your hiring process and make hiring mistakes. Here are a few tips on how to make your hiring process more efficient:

  • Make A Hiring Plan
  • Make An Interview Calendar
  • Make A Hiring Checklist
  • Build A Hiring List

Filter Your Candidate Pool

There are a few ways you can make your candidate pool stronger. First, make sure your job description is clear and concise. Your job description is your first impression and you want it to be strong.

Try to avoid using terms that may be confusing or seem too generic. For example, “outdoor-type person” probably means nothing to you while “experience with a chainsaw” is clear and tells you exactly what you need to know.

Another way to make your candidate pool stronger is to use multiple methods when recruiting. For example, you can post your job online and also use your network to find hiring candidates.

Employment Contracts

A hiring mistake many small business owners make is not having an employment contract signed by both parties. However, there’s a big difference between a contract you should and one you should not have.

When it comes to hiring, the most critical aspect of an employment contract is clarification on compensation. If you’re not sure what you want to pay for your position, don’t worry.

Just make sure you cover it in the contract and give yourself room to grow. This is also the best time to clarify vacation, sick time and other benefits.

Not only will this help you get everything on paper, it’ll also help you figure out the best way to go about getting them. If you’re thinking of hiring a lawyer to draft up a contract, don’t bother.

Lawyers are terrific at drawing up contracts but they’re expensive, time-consuming and often unnecessary. Instead, use an online contract builder.

Onboarding Your New Employee

You’ve hired your new employee and now it’s time for the onboarding process. This is where you officially bring them onto your team and show them the ropes of the job, company and culture.

First, outline a basic onboarding schedule that includes key information for your new employee. This could include company benefits, company overview, job expectations, etc.

Next, make sure you have a clear welcome/introduction process that your new employee will go through. Make sure you have a strong onboarding process in place because it’s an important part of growing and strengthening your company culture.

Wrapping Up

Hiring the right people is the single most important thing you can do to grow your company. After all, your team drives everything else and if your team isn’t strong, neither will be.

This starts with building a solid company brand. What’s your mission statement? What are your core values? What are the benefits you offer employees?

What are the expectations for the role? Once you have a better understanding of the company you’ve built, it’ll be much easier to attract the types of people you want on your team.

This will also help you assess the skills you need right now, make a hiring decision and build a team of independent testers who will help you write a better job description.

And once you’ve hired the right people for the job, make sure you onboard them properly to strengthen your culture and make your company stronger.

Advertisements

Similar Posts