Introduction
If you're like me, then you want to hire better people. Whether it's a new employee or someone who is looking to change positions within the company, you have to make sure that person is the best fit for the job. Finding good people can be difficult because there are so many factors involved in this process, it can feel overwhelming at times. Do not give in to this feeling, and do not settle. A short-term solution will only lead to long-term pain. Here are some tips on how to change your recruiting process to hire better employees!
Step 1: Get clear on the job description
Before you start the hiring process, take a moment to think about the job description. The job description is a list of tasks and responsibilities that make up the job. It should be clear, concise, and easy to understand. This can help you determine what sort of candidate you're looking for, such as someone with specific skills or experience. If you haven’t taken the time to think about the job you’re hiring for, you have no business trying to fill the position. Inevitably you will either end up with the wrong person; or you might get the right person and end up losing them because they weren’t clear on their role and responsibilities.
Step 2: Write a compelling job ad
In this step, you will write a compelling job ad. This is where you tell why your company is so awesome and why they should apply to work there. People should be able to read it and think “Wow, I really want to work here!”
Here are some tips for writing an effective job ad:
Job title and company summary- include your core values and mission. Be sure to portray how important they are to your company culture (and make sure that it’s clear people actually follow them).
Purpose of the position- list some of the main duties and responsibilities
Have clear job requirements. It doesn't matter how much experience someone has if they don't have the skills required for the job. Make sure you state clearly what these skills are in your ad; otherwise, it's difficult for both parties to know whether they'd fit together well or not. The required skills should include technical, human (soft skills), and conceptual when applicable.
Differentiate minimum requirements vs. other “nice to have” qualifications
Required Education and Experience
Compensation
Perks/Benefits
Location
Hours
A quick survey of qualifying questions (usually available via job posting websites)- a few short but crucial questions to separate the qualified candidates from other applicants. By doing so you will save tons of time and effort in the next phase of the hiring process.
Step 3: Screen candidates by phone
It’s important to set expectations with the candidate before you get on the phone. Let them know that this is a very quick conversation and you will be giving them a few prompts to answer.
Ask open-ended questions that require some thought and creativity, but don't go overboard. Your goal is not to make the interviewee think too much—you want them to talk about themselves rather than answering hypothetical questions that don't require any actual knowledge of their skills or what they would do in certain situations.
If all goes well, you can set up an in-person interview which is the next stage in the process.
Step 4: In-person Interview: Let candidates show their stuff in person
The next step is to let candidates show their stuff in person. You should give candidates an opportunity to prove they are a good fit for your team, and able to do the work you need them to do. During an in-person interview, you should be confirming what they’ve claimed on their resume and during the phone screening is the truth, as well as gauge their alignment to your company’s values. Being qualified is only part of the battle, the candidate must also be the right fit. Alternatively, someone may be a great fit, but seemingly incapable of doing what you need them to do. You must fight the urge to settle in either of these cases and continue your search for the right person.
Step 5: “Working” Interview: See how candidates work with your team
This is a vital step because it helps ensure that there aren’t any surprises after you hire someone new—you can watch them in action, see how well they fit into your culture, and make sure they have the skills required for your specific position.
Here are some ideas for tasks that candidates can perform during “working” interviews:
Have them shadow an employee who works in their area of expertise (this is helpful if you want to gauge their potential fit)
Have them complete a project or task relevant to the role (a good way of seeing how capable they are)
Give them tests related specifically related to what you need from this position
Each applicant should do tasks related to their prospective position. If they're applying for an entry-level role, ask them to do an assignment that shows what they're capable of doing. For example, if you need a marketing assistant who can help write copy and work on social media campaigns, have them create a Facebook post that shows off their creativity and writing skills. You should not use the same activities for every position which you hire. Take the time, be creative, and custom tailor the activities for each position. It will work out a lot better in the long run.
Make sure candidates want to do the job—and are willing to learn from others on staff. Although every employee should be able to take initiative and learn new skills on their own time (if necessary), having someone who wants guidance from colleagues or supervisors makes things go more smoothly when working together as a team member.
Step 6: Offer something they can't refuse.
Finally, you need to offer something they can't refuse. In other words, you need to give your candidates a compelling reason to join your team over other companies that might be interested in hiring them.
The first thing is salary and benefits packages. You should be able to offer competitive salaries and benefits packages for the roles you're trying to fill. Once that's done, focus on how much better their lives will be with your company than without it. If you're offering a desk job in an office with air conditioning at a decent corporate location with flexible hours or options for remote work, then why would someone turn down such an opportunity? That's what makes this step so important—it helps ensure that people stay where they are happy instead of looking elsewhere when things get tough (because let's face it: there always seems like there is somewhere else out there).
Conclusion
We’ve shown you how to build a hiring process that helps you find the best people. Once again, it’s all about understanding what goes into managing a team and being clear on what type of employee you need. Then, you can use these six steps to attract great candidates and put them through a rigorous interview process that shows off both their skills and their personalities—which is why it’s so important to get a sense of who will fit in at your company before bringing them onboard!
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