There’s no way around it: hiring is tough work! Hiring new talent is a crucial part of your duties as a business owner, but finding the right fit can be easier said than done. According to a 2016 study, it takes an average of 42 days and costs an average of $4,000 to hire a new employee. That’s a lot of time and effort!
If you’re looking to streamline your hiring process in 2021, we’re here to help. Read on to learn how to improve your hiring process in 5 easy steps!
Step 1: Write a Better Job Listing
If you’ve spent any time on a job search website, you’ve probably noticed that, after a while, a lot of the job listings start to sound the same. They’re chock full of buzzwords like “dynamic” and “high-energy” and promise a “work hard, play hard” atmosphere. After the tenth job listing that promises cold brew on tap and a dog-friendly environment, the perks start to lose their meaning.
Stand out by writing a better job listing. To find the right talent, you’ve got to find people who are interested in the job, and not just in it for the unlimited PTO. Focus on the role itself first, and the perks like a retirement portfolio and bonuses second. Highlight the various duties of the job and how they fit into the larger picture of the company’s mission.
If you have any prerequisites for the role, be sure to include them. Otherwise, you’ll waste your time weeding out under qualified candidates.
Step 2: Ask for a Cover Letter
Not everyone’s a huge fan of the cover letter, but they’re an important part of your hiring process for a few different reasons.
For one, they prevent job-seekers who are simply spamming job boards with resumes from applying for your position. In addition, they’re an effective pre qualifier. A cover letter shows that the applicant is willing to do a bit of extra work into applying for your position.
A cover letter also gives you a taste of the applicant’s personality and professional skills upfront. That way, you won’t find yourself bringing in an applicant who looks great on paper, only to find them underwhelming in person.
Step 3: Include More People in Interviews
Traditionally, job interviews take place with just a few people. Prospective applicants expect to meet with the hiring manager and perhaps the CEO if the company is small. While this can be a fine way to hire, it’s not our favorite.
If you really want to find a strong candidate, it’s important to get many more people in on the hiring process. For one, more eyes are almost always a better thing. Fellow team members can interview more precisely for job skills, as they’ll know the ins and outs of the job the best.
More importantly than that, though, is that a strong new hire needs to really fit in your company. It’s great to find someone who is extremely skilled and experienced, but if they don’t fit in with your company, chances are they won’t last, and they may create friction while they’re there.
Ensure that your new hire will be a good fit for your team but having them interview with the team, too. Afterward, as for opinions and first impressions before providing your own for an unbiased response. Finally, take those responses to heart and weigh them heavily in your hiring decisions.
Step 4: Thoroughly Screen
No matter who piques your interest and how trustworthy they seem, it’s imperative that you thoroughly screen every prospective employee prior to sending out an offer.
Ask for a minimum of 3 professional references and be sure to contact each one. Verify their job titles and responsibilities. Ask questions about their experiences with the candidate, including their strengths and weaknesses. Watch for red flags or any conflicting information.
Next, perform a thorough background check on your candidate to find any red flags in their personal history. A background check, like the one from ShareAble for Hires, can tell you things like legal history and any potential fraud. It will also tell you their current and prior addresses. Cross-reference these with their employment history to make sure everything checks out.
Step 5: Hire!
If you’ve followed these steps, you’ve found a candidate who you can feel good about bringing onto your team. Congratulations! Time to send out that offer.