Small companies tend to recruit on the fly. “We have this open position to fill; let’s find someone.”
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As you no doubt realize, this isn’t the recommended path to hiring success. Even if you’ve been lucky so far, it’s unwise to leave such an important aspect of your business largely to chance.
But what if your company hires only a few people each year?
Regardless, attention to recruiting and hiring best practices will improve the quality of your candidates—and consequently your employees.
Here are five steps to follow.
1. Start with a job description. You can’t determine whether a candidate is right for the job unless you know what the job entails. Companies sometimes confuse job descriptions with job postings, but they are not the same.
A job description is an internal document that details position requirements, tasks, and expectations. It addresses workflow, and defines responsibilities. A job posting or job ad, on the other hand, is an advertisement for an open position.
Before you begin recruiting – and before creating and posting a job ad – you need a clear understanding of the position. You need a job description.
2. Identify candidate pools. Before you begin recruiting, you should also identify candidate pools. Among people you may be interested in targeting for an entry-level position, for example, are college interns or recent college grads. On the other hand, for a managerial position you may decide to target experienced professionals, military veterans, and retirees returning to the workforce.
You’ll want to reference the job description to identify possible candidate pools. Make sure that by focusing on targeted groups you do not discriminate. Meanwhile, keep an open mind about where your ideal candidate might be found.
3. Determine your advertising strategy. Once you have a clear understanding of the job and the candidates you’re initially targeting, you can come up with an advertising strategy. Will you reach out to local colleges and universities? Will you advertise on a job board for military veterans?
Remember, the job ad you create should be tailored to the job-seeker audience you wish to attract.
4. Focus on effective candidate screening. Rely on tried and true practices when screening candidates. These include conducting meaningful interviews that provide insight into a candidate’s ability to do the job, as well as his or her fit with company. A background check is also a must, even if the person has been referred by an employee.
Additionally, reference checks and pre-employment testing can help you make a more informed decision.
5. Prepare for the new hire. The hiring process doesn’t end when you extend a job offer and the candidate accepts it. You need to prepare to onboard the new hire.
Onboarding typically focuses on several categories, many of which are related to HR and people issues. But you should also pay attention to general issues, like making sure the new hire’s workspace is ready.
Being thoroughly prepared for a new hire will send a positive message, and increase the likelihood that your newest employee will succeed at the job.
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Paula Santonocito, Contributing Editor for Recruiting Daily Advisor, is a business journalist specializing in employment issues. She is the author of more than 1,000 articles on a wide range of human resource and career topics, with an emphasis on recruiting and hiring. Her articles have been featured in many global and domestic publications and information outlets, referenced in academic and legal publications as well as books, and translated into several languages. |