The hiring process of a company is challenging. The employees of an establishment primarily affect the work output. It is necessary to be sure and wise while you begin your hiring process. The founder of a company depends on his/her employees to keep the operations running smoothly and maintain a working equilibrium that generates growth. When you hire the right employee, they will positively affect a firm’s development and help keep a productive work culture.
In contrast, the wrong employee will degenerate the work environment, pull the company down, and decrease productivity. The returns on hiring the right employee will push your company in the right direction, add to its value, create an influential work culture and keep the productivity graph moving upwards.
There are some points you can consider to simplify the recruitment process:
Table of Contents
Analyze and define the job
It is of utmost importance to analyze the job’s nature, the responsibilities and targets that go with it, the skill-set required, the qualifications you are looking for, and the complication level. The above data collected from this analysis is vital in deciding the description of the job. It helps you create an intelligent recruitment strategy that will benefit the company in the long run.
Form a hiring team
A core hiring committee should consist of members who know the job description and have the authority to make recruitment decisions. It is beneficial to have a team that has worked together several times and has yielded positive results.
Checklist
Create a list of questions and preliminary information to determine the candidate’s ability in the interview process. The questions can range from their hobbies to their take on any current happenings, and the questions can be about their role in their previous job to the value they can add to the applied job position. It is crucial to also parse information from resumes as part of the evaluation process, as they provide valuable insights into an applicant’s qualifications and experience.
Qualifications and Experience
Be sure that their qualifications match the job profile. There are times when some candidates can be under-qualified in terms of their education degree, but they have the correct experience and aptitude to match up to the job profile. In such cases, it is advisable to look at their experience and assess during the interview process. On the contrary, there are chances that a person can be over-qualified for the position. You need to inform them immediately about this and advise them to look for a job that will justify their qualification. Check if the candidate can make sound decisions, add to the firm’s development, and is a team player. If the position you are offering is an entry-level position, you can assess them based on their qualifications and interview process.
Screening
The concept to pre-screen your candidate will save you a lot of time and energy in the later stages. Schedule a pre-screening interview with the candidate once you have gone through their qualifications and credentials and shortlisted them based on your requirements and gut. The candidate may look perfect on paper and entirely tailor-made for the position you are offering, but once you meet them in person and go through a pre-screen interview, you will be able to analyze and judge them better. This process can filter out the candidates not fit for the role and promote the rest to the next recruitment stage.
Final interview
Once you have pre-screened and shortlisted the candidates, it finally boils down to the last stage. You can hold group discussions to understand which candidate is a team player, and you can do a one-on-one interview to understand the background and aspirations of the applicant. You may meet varied people with a completely different set of ideas and perspectives. You need to find suitable matches for the growth and future of your company.
Review and Verification process
There should be an appropriate channel for verifying the credentials of a candidate. Once you have gone through the applications and are through with the interview process, you need to set up a system to verify all the candidates’ documents. Be it their education degrees or past employment records, letter of recommendations, background checks, and financial records. Once you are pleased with the results and everything seems in order, you can move to the next step.
Transparency
Honesty and being crystal clear about your expectations, the working conditions, the hours of work, the value system of the company, and most importantly, the salary package and structure are of utmost importance. Put a framework across to the candidate in the pre-screening discussion. This way, you will be able to scale their interest. It becomes more accessible for the candidates to decide whether their interests align with the companies. It is a good idea to have a fair and straight discussion of each other’s expectations, the scope of growth, and remuneration layout. Be vocal about your issues and make it conducive for the candidate to voice their issues.
Paperwork
Once you have shaken hands and made the hiring decision, put everything on paper, or now put everything on email. Send them a congratulatory email informing them about your decision with an attached offer letter. Give them a buffer period between the decision and the joining date. Allow them time to tie up any loose ends before they join in.
Make it official
The final step is to initiate the paperwork and the documentation process. Set up an onboarding process and inform the other team members about the new member. It makes it easier for everyone to be on the same page.
Assign
Have a meeting with your team members before the new member joins in and assign and delegate duties and tasks. If you have any learning material and policies that you want the latest member to be aware of and be informed about, send everything to them beforehand to come prepared on their first day at work.
