Before beginning the hiring process, you must formulate a step-by-step plan. Be aware of where the hiring needs to occur within the company and what positions to fill. Knowing this is crucial for your business in the short- and long term.
Here are 6 steps to help with the hiring process:
- Create a list of requirements.
Analyze the needs of your business in an objective perspective. To understand what kind of person you should hire and the skills they must have, make a list of necessary requirements for your ideal employee. You may also create a list of desired skills but know that what is needed for your company should always come first.
- Craft a compelling job description.
With the list of requirements you made in the first step, write them down in your job description. Add a job title, overview, information about your company, the kind of work required, and benefits of working for the company. Once all this is structured, you can take it a step further to make it sound more enthusiastic or fun, for example. However, the job description should still be professional and retain the essence of what your company is about.
- Understand the cost of hiring.
When bringing in a new employee, whether replacing one or filling a new position, you must understand the cost associated with this. The person or people responsible for hiring employees in your company need to discuss the pros and cons of hiring. It’s also important to account for a salary range versus a flat rate. Depending on the level of experience or skill set of your potential employee, he or she could decide to back out of being hired by your company if the pay is much lower than they are used to. On the other hand, overpaying someone could damage the financial aspect of your company. Settle on a salary range, then decide if you will include that in your job description or withhold it until you talk to applicants.
- Review your company.
Think back to your list of requirements from step one. Now, look at the strengths and weaknesses of your company. What kind of experience and skillsets do your current employees possess? Re-read your job description. Try to add any missing skills or experience to it so your potential new employee can help your company fill any gaps. This is going to benefit you when applications come in because it will narrow your focus and weed out unqualified individuals.
- Figure out what kind of goals you want to meet before hiring someone.
Refer again to the lists you’ve made in the previous steps. Overall, decide whether they fit into short-term or long-term goals. This will affect all aspects of the hiring process, such as salary, specific tasks to complete, and duration of employment. Short-term goals won’t expend as much money, and the task list for the employee should be shorter. The position may not even require training. Hiring for long-term goals is going to require more time, resources, and skills.
- If it can help, don’t skip training.
Training employees, new or old, can be beneficial for them individually and your company as a whole. If your current employees are lackluster about working for you, any new employees you bring in are going to feel that way as well. Weigh the pros and cons of establishing training sessions. If your pro list is longer, invest in the training.
After you have gotten through these steps, you will be ready to begin to hire a qualified, passionate individual that can help you and your company thrive!