Hiring a new person to join your team may strengthen the work culture and encourage high productivity.
It is vital to make the right decision.
Having a systematized process when hiring is ideal. Creating a list would help you keep track of your recruiting efforts, communication progress with candidates, and your hiring manager. A checklist will also significantly reduce the chance of hiring the wrong candidates.
What to look for or prepare for when hiring a new team member? Check our list below.
Creating a job description or role review is the first step in recruiting the right employee. Having a list of tasks and detailed information about the position will help you or your hiring manager to find the best person for the job.
A job ad with a great job description will attract suitable candidates.
Prospective candidates will be able to identify if they have the right skill set for the job. Other candidates who don’t possess the required skills will automatically withdraw their application/be disqualified. This will help you/your hiring team to narrow down your pool to only the best ones.
You can also use the job description to prepare your next recruitment strategy for hiring suitable candidates.
Once you have your job description, set up a meeting with the team assigned to handle the recruitment process. At this meeting, you’ll prepare your recruitment strategy, get started on putting it into effect, and be able to reach the best candidates possible. It would also be a good idea to determine your metrics or benchmarks to measure the new hire’s performance.
Application Screening SOP
As part of the hiring preparation phase, you should create a list of the most desired qualities that you are looking for in a candidate. This list of credentials, abilities, experience, and characteristics should be your guide to screen all applicants.
When it comes to recruiting an employee, you’ll want to invest your time with the most eligible applicants, so use your job description as the starting point for reviewing resumes and filtering the most qualified candidates.
The most significant reason to pre-screen applicants is to save time. Although a candidate’s qualifications can appear to be a good match on paper, a pre-screening interview may show whether their qualifications are genuinely a match for your work or not.
Doing an initial interview is valuable because you try to get to know a candidate better. You ask them about their previous work experience and clear out uncertainties and questions regarding their resumes. Candidates who make a good first impression will set the right tone for the interview. During this stage, you can also know if their wage expectations align with your salary range.
Pre-employment tests can provide you with valuable insights into candidates. This will give you objective data about the candidates, such as personality traits, analytical skills, cognitive abilities, and many more. Assessing a candidate’s existing skillset can also predict job performance and their ability to adapt to the role that they are applying to.
Job Interview Questions
This next step is crucial because it already talks about the job itself. You should carefully plan your interview questions as they will help you differentiate between desirable and average applicants.
Here you can give out situations where the candidate will be put on the spot and think on their feet. Let them explain past scenarios they have encountered to show you how they meet the predetermined skills required for the job.
Conduct reference checks to verify that all presented information by the candidate is accurate. This includes character references, particularly former bosses or supervisors, employment references, and criminal history.
The applicant you’ve chosen for the position receives the job offer letter. A job offer is an invitation for a candidate to work for a company for a specific role. Most of the time, it also includes verbal agreements tackled during the interview.
Although it can be costly to train, equip, and integrate new hires, the payoff is well worth it in the end. Before making a final decision, evaluate the new hire’s competence and ensure that the applicant is a good cultural match.
Hiring a new person for your company should be a thorough process. It will be very challenging and time-consuming if you don’t already have an SOP. There is also the risk of not hiring the right person for the job.
Here at VisionFind, we understand how hiring the right employee the first time is the best outcome for every employer and candidate alike. Let us help you find the right employee for your company. Start HERE.