How to Hire New Employees: Hiring Process Steps
Getting new people to join your crew is never a straightforward kind of job – there’s the professionality question, the eligibility question and the overall likeability question that you need to consider. While ‘liking’ a person for his or her character does not qualify them for a job, at the end of the day you’re going to be meeting this person day in, day out for a good amount of time when you’re at the office.
Learning how to judge a book by its contents, and not its cover, is something that is mastered through experience. There are many ways to make sure you get the right candidate for the job, here are a few pointers:
What is the position exactly?
Defining the exact position you’re trying to fill as well as defining your target candidate will make the application process run a little smoother from the get go. When you know what kind of skillset you’re looking for it’s much easier to filter through the mass of people applying for the role.
If you’re looking to hire a graphic designer whose work will be shared with a Japanese market, then the interests, skills set and overall presentation of their work would need to connect with the market you’re hoping to get through to. Your applicants should also know this.
And the job description?
Letting your candidates know what they will be expected to do during their time with the company is vital to narrow down the applications. Job descriptions need to be clear, to the point and specific to the role. There are keywords you can highlight in your job advert that will draw in the right people for the job.
If punctuality, responsibility and creativity are three key assets you require from your next recruit, then you should let your candidates know that tardiness, laziness and inside-the-box thinking are generally frowned upon for this role… and in general really, but don’t be too mean when sharing the news.
Does the resume fit?
So, once all the luring has been done, the bait thrown out there and a few bites showing keen interest in your vacancy, it’s time to get your thinking hat on. Resumes come in many shapes, colours and sizes and are all the first point of reference your applicants will make with you, together with a covering letter. Look for unique qualities, stand-out factors and points in their experience that will benefit your company.
Educational background, work experience and overall capacity for the job are of course a number of factors you should be searching for at this point. It’s also key to look for inherent characteristics that cannot be learned on the job – qualities that add to the charisma of a candidate and give the job role that added oomph.
Do the samples work?
Many job seekers on the hunt in this current market, look to speed up the process of application and share a few samples of their work through web links in their cover letter or via visual sample on their portfolio. This is a general practice done whether asked to provide samples or not. So why not get your candidates to share some of their proudest work related examples right off the bat?
There are many perks in doing this, firstyl, you will be able to see your candidates versatility, notice their effort in choosing the right pieces of work that you might find interesting and secondly, you’ll be able to get a feel for the applicants on the market.
Now that this part of the process is nearing the end, it’s time to call in the top rankers and meet them face-to-face. A face-to-face interview always sets the tone; body language is something that communicates pretty well in tense situations, the awkward are filtered from the cocky and the legitimately genuine shine through.
Interviewers too… here’s how you can get ready.
Did you prepare for the interview?
Just as a candidate would get their research on your company done and dusted before they sit for a meeting with you, you should get your knowledge on your candidate too. Examine the resume, go through their LinkedIn Page, check out any links they shared and get a feel for their character. If anything sticks out while you’re digging deeper, take notes, ask questions, get them to talk about themselves.
Pro Tip: Don’t get your candidates mixed up, don’t seem unprepared and remember to act human; they’re also evaluating you as a colleague.
Did the interview run smoothly?
A good interview is judged by the flow of the meeting, the vibe that both the interviewee and interviewer generate. There’s a magical energy that can come from a good interview and this can not be manipulated by either of the parties, if the shoe doesn’t fit – it’s probably best to keep moving. But if the shoe fits, enjoy the Cinderella moment, this might have a fairytale ending.
Pro Tip: Getting to know someone is always hard, share some details about the job and see how your candidates respond, make it personal but not intrusive. Nobody likes strangers prying in their business.
How do you choose the right candidate?
So you’ve seen a bunch of people in your office, you’ve approved the resume, you’ve skimmed through the samples, you’ve met in person and some of them passed the test with flying colours. So know do you narrow it down further. Well, a second interview is always a good way to go, you might even naturally narrow it down by the candidates response. The key here is to see if the spark was still alive in the second meeting.
Pro Tip: Sometimes, when education, background, experience and charisma are all ticked on the vocational boxes, it’s all about energy. Follow your gut.
Did you run your checks?
But only follow your gut after you’ve done all the necessary checks. KYC, KYB and AML checks are paramount in this day and age, and although a sweep through Facebook can show you when your candidate last had a boozy night, or possibly show off the latest interests on Instagram, there are some points of information that are not generally shared on social media.
Pro Tip: If you’re not equipped to get these checks done, why not get in touch with companies who can help you. Better safe than sorry.
How do you make an offer?
Hard part? Feeling awkward? There’s no need to! Involve the HR Department with this, it always makes things run smoother, there are little knacks that they possess that make this part of the recruitment stage swift and natural. Now even though money is not the most important thing in a job, it is kind of why we get ourselves out of bed on a Monday morning. Be fair, know the market and know a candidates worth.
Pro Tip: Throw in a few perks when you’re setting up an offer, a gym membership, company phone, car or KPI targets can help your candidates choose you over a competitor.
How do you onboard your new recruit?
Make them feel welcome. Arriving to a new job, early in the morning with nowhere to sit, a laptop that’s being ‘setup’ and a busy office with nobody to greet the new recruit is awful. Make sure you’ve got someone allocated to welcome your newest member with a warm smile, a trip to the coffee machine and a tour of the office.
Pro Tip: Send out an email to all your staff before your new recruit arrives so names are easily shared, emails are accessible and adapting to the new environment is easier for the new guy.
A final note to interviewer and interviewee; always remember that you’re dealing with human emotions and reactions so keep your wits about you, drink that extra coffee to be more alert, or avoid it if you’re nervous. Break a leg!