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Checklist and Strategies for Hiring

If you’re a person that works for  Human Resources, then you should know about the extensive process it takes to hire someone for a company position. There are a lot of things to consider when deciding what kind of person is needed to fill an empty position within any kind of business.

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This is why management has to come up with a business checklist sample as well as strategies to gather the people that they need to help their company go forward on the path of success. This article is going to help you understand what strategies you can use to hire the best people for your company.

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Checklist for hiring employees

If you want a workforce that you’ll be proud of, here’s a checklist that will systematize the hiring process of your company:

  • Develop the job description for the position that needs to be filled in. This is something you should really think about as you’ll want a description that will get people interested enough to actually inquire about the job. You should ask the Human Resource department for assistance when coming up with the description as they’ll be the ones that will know what can get people to sign up.
  • Decide whether the department can afford to hire an employee to fill the position at the current moment. You’ll want to make sure that you have enough finances and other resources to actually take in someone. Take a good look at your revenue and expenses and see if you really need to have that position filled.
  • Post the position internally on the job opportunities bulletin board in the company’s lunchroom or you can even place it on the company’s website for at least one week. If there isn’t anyone within the company that meets the requirements of the position, then you can start your search for external candidates.
  • Send an all-company email to notify staff that a position is being posted and that you’re looking for someone to hire.
  • If there aren’t any internal candidates that are suitable for the position, then you have to be sure that you clearly communicate with the applicants that they just weren’t right for the job. Whenever you can, try to give feedback to these people so that it will help them develop their skills and their qualifications.
  • In the event that there are no qualified candidates applying for the unfilled position, then you should immediately extend the search to external candidates. This is assuming that you didn’t advertise the position simultaneously.
  • Make sure that there are job candidate performance evaluation forms that your interviewers can fill up. This reason for this is because you want to get as much information as you can regarding every candidate for employment, so these forms will give you a summary of every interview.
  • Make sure that the candidate is able to fill out the job application form completely the moment that he or she arrives for an interview.
  • Give the candidate a copy of the job description so that they can learn more about what’s required of them.
  • Be sure that your managers hold screening interviews so that the candidates for hiring can be properly possessed as well as giving them the opportunity to learn more about your organization and the needs of your business.
  • Throughout the entire interview process, make sure that both those in HR and managers keep in contact with the candidates that are the most qualified either view business e-mail or by contacting them through the phone.
  • If there are any candidates that have lied about even one piece of information, then these people should immediately fail the background check and must be eliminated from the candidate list.
  • Human Resources must check on the finalists’ credentials, background checks, references, and every other document and statements were given.
  • Meet with all of these candidates to see which of them deserve a second interview
  • Come up with the schedule of when the second round of interviews should take place.
  • Come up with the different tests that the candidates are going to take in order for one of them to acquire the position.
  • After all of the candidates have finished all of the tests, the interviewers must then fill out the candidate rating form.
  • If you find that there isn’t a particular candidate that’s superior to the others, then you should start again and go over your candidate pool. You should probably redevelop the pool if it’s necessary.
  • Gather the HR and the  hiring supervisor so that they can discuss and agree on the kind of offer that they should make to the candidate, with the concurrence of the supervisor’s manager and the departmental budget (these are factors that should always be considered when making any kind of job offer.)
  • Talk informally with the candidate about whether the candidate is interested in the job with the salary and the working conditions that are on offer. You have to ensure that the candidate agrees to a background check and drug test. They should also agree to sign either a confidentiality agreement or a non-compete agreement depending on the type of position that’s being offered. If the candidate agrees with them all, then you should proceed with an offer letter. You can also make the job offer contingent on certain checks.
  • If the candidate doesn’t agree to any of these, then you should determine the negotiable factors that can help bring the organization and the candidate into some sort of agreement. There should a be a reasonable negotiation between parties—a candidate that returns to a company and requests for more after each visit is not a person that the company would want to hire.
  • If the informal negotiation leads to the conclusion that the candidate is viable for hire, then HR should prepare a letter from the supervisor that offers the position, states and formalizes the salary, and any other benefits and commitments that were negotiated by the candidate and that were agreed to and promised by the company.
  • In order to complete the employment process, the candidate must then sign the offer letter documentation to accept the job, or the candidate can refuse the offer.
  • If the candidate signs the offer letter, then you can start scheduling his or her start date. You should immediately welcome the new employee from the moment that he or she accepts the job offer.
  • If the person does not accept your offer, then you’re going to have to start again and go to your candidate pool to see who is the next best person who can take on the position.

Strategies for hiring the right person for the job

No matter what business you’re starting, big or small, you’ll find that trying to find the right staff members are going to be a bit of a problem. Making a mistake and hiring even one wrong person can cost your business resources and finances. So here are some strategies that should help you hire the right people for the job.

Know what you want

You can’t find the best person for the job if you don’t even know what type of person that should be.  Depending on the type of business you run, you should definitely try to understand what qualities and skills a candidate for hire should have if you’re going to hire that person to work for your business.

Once you know exactly what you want from a prospective employee, then you’ll find that the hiring process is going to be much easier since you’ll be confident about the type of person that you want to hire.

Detailed job description

You have to make sure that those who would try their hand at being your potential employee understand exactly what you’re looking for. And the best way for them to know what you’re looking for is by letting them go over the job description. You have to make sure that the job description in a word has everything that they need so that they’ll know if they’re qualified or not.

Online listings work especially well for clearly outlining what you expect from applicants in terms of experience, training, and education.

Make use of social media

While the Internet business pages outline the job qualifications, you shouldn’t overlook the public spaces on all of the different social media channels such as Twitter and Facebook. The way people behave in these settings should give you an idea of how they’re going to interact with other employees.

Ask revealing questions

Learn to develop sample job interview questions that can help reveal more than just the basic information of the applicant. You should ask questions like, “What skills or qualities do you possess that can contribute to the company’s success?” Applicants who are confident aren’t going to be afraid of answering questions that ask why they’re the best person for the job, what they expect from fellow employees, and where they see themselves in five or 10 years from now.

Try to find any red flags

If you notice body language that might make you a tad uncomfortable, you shouldn’t just dismiss it as interview jitters. If you introduce questions and only end up with unclear answers, then you’re definitely going to have to pay attention. Just because someone has good job prospects, it doesn’t mean that the person is immediately the best choice for the job.

You want to hire someone who’s confident and comfortable enough to be around with, so just try to trust your instincts. Pass on anyone who exhibits any sort of odd behavior or those that give vague answers to important questions.

Encourage a two-way interview

While you’re trying to gather information from the job candidates, they’re forming an opinion about you and the entirety of the company.

You don’t want to do all of the talking. You also want to encourage the candidate to ask questions regarding the company. This way that person will have a clear picture of what it’s like working for your company, and he or she can make a well-informed decision when the time comes to sign the employment contract (assuming that he or she gets to that point).

Look for other things than just skill

You can reach potential employees how to handle certain equipment or how they should go about filing paperwork, but you won’t be able to teach them about respect, commitment, and responsibility.

Those best applicants are the ones that can make good decisions. They know what it takes to handle certain situations and they know what it means to work as a team. These are qualities that you should always look for in every candidate. Because even if a candidate has the best education or a lot of job experience letter, there really isn’t a point in hiring that person if he or she can’t even get along with you and your staff.

Know when to fire someone

Letting an employee go is never a fun thing, but you’re going to have to do it if it’s for the best. So if you see that someone is a bad fit for your company, then you should address the situation and hand that person a termination letter after following the proper HR-mandated dismissal procedures.

If you would like to learn more about how to find and hire the right employees, then go through our other articles for more useful tips.

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