Steps to an Effective Hiring Process

These are the steps for the hiring process to be able to select the right person in your company:

Determining your need to hire a new employee. Before to start hiring process, you have to clearly define critical skills for the job and organizational attributes required for success. You should validated selection tools such as skill assessments, pre-screen interview, and behavioral-based structured interviews to screen applicants.

Conducting job analysis. Job Analysis will describe the job essential functions and key performance criteria for the interview. You should use job descriptions.

Use a job description for the position. Usually Job Descriptions are used especially for advertising to fill an open position, determining compensation and as a basis for performance reviews.

Determining the salary for the position. Analyze Salary based on internal and external equity. If possible use the salary chart in your business.

Find qualified applicants. What are the best resources for finding great candidates?

Here are some ideas:

  • The Web contains a great number of sites that have job postings, want ads and resumes of prospective employees.
  • Your Web site. Post your open positions on your company Web site. This will attract general job seekers, as well as those who use your Web site and like it.
  • Internal Candidates. Look at your own employees to fill vacant positions. There may be one who is ready for a promotion.
  • Bounty rewards. Some companies give a bounty reward to employees for recruiting candidates to the organization.
  • Employment agencies. There are many agencies that will supply you permanent employees for a fee. They will have a long list of resumes and likely will have done a screening and reference check of the individuals.
  • Headhunters. For executive-level employees, you can turn to executive search firms. Be prepared, to pay a significant fee payable up front when the employee is hired.
  • Want ads. Want ads are a traditional way of getting your message to a great number of potential employees. These can be included in local newspapers.

Selection. Review all of the resumes and job applications and choose a select number of qualified applicants to be interviewed.

The benefit of using an application form is that it ensures that the same information is gained from candidates which help to achieve a level of consistency in the short-listing process. Job application form should only address the really important areas to allow short listing to take place.

Call Candidates for interview. Usually keep 1 hour per candidate to make sure you are not short on time. Depending on the position the interview can take up until 1 hour. When you call the candidate you can initiate a Pre-Screening interview by phone.

  • Interviewing. You can easily make a hiring mistake when you are not prepared for the interview and hiring process. Know the questions you want to ask. Conduct interviewing with candidates selected for the position, based on the job’s description and competencies You should have 2 interviews in your process. The first one is to screen candidate and the second one to make your decision.
  • After interview. Make time after the interview to review and write comments on paper. Be certain to return any of the candidate’s calls or messages requesting more information.
  • Checking references. References Checklist can help fill in any gaps or date discrepancies found in a candidate’s employment history.
  • Job Offer to the candidate. We suggest you wait 48 hours to offer the job to the candidate to make the best decision.

Offer Letters include the major terms and conditions of the employment relationship with clear expectations between the company and employee. Subjects such as the job title, reporting relationships, work hours per week, job status, salary, bonus, compensation, benefits, vacation time, employee discount, probationary period time, confidentiality, and protection of trade secrets are included.

Notice on the front end of the employment relationship that it can be terminated at any time, with or without cause, is a good first step toward setting proper expectations and possibly protecting the company from liability in the future. The information here does not constitute legal advice and should not be relied upon as legal advice. If you have a legal issue or wish to obtain legal advice, you should consult an attorney concerning your particular situation and facts.

Send Rejection letter for applicants. After the interview, you can send a letter to each candidate you have interviewed to project a professional image of your company. The rejection letter should honestly inform the applicant about the prospects for future consideration for employment. You don’t want to hurt the feelings of job applicants you’ve decided not to hire.
Human Resources – GuideTo.Com

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