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10 Hiring Tips for Employers

Hiring a new employee is not an everyday activity, but it should be a process that is consistent. As an employer, keep the following hiring tips in mind when you set out to recruit. Job Analysis. To hire the right person, you must ensure you have the right job description. Job analysis is an important [...]

Hiring a new employee is not an everyday activity, but it should be a process that is consistent. As an employer, keep the following hiring tips in mind when you set out to recruit.

Job Analysis. To hire the right person, you must ensure you have the right job description. Job analysis is an important component of the recruitment process, providing in depth information from the people actually doing the job. Before jumping into the talent war, take some time first to investigate the position in question, and ensure you have the knowledge required to present a clear and accurate picture to potential candidates.

Know the market. Any seasoned hunter understands that one must investigate the most promising areas prior to setting out, lest you spend the season crouching in one field while your target laughs at you from the other. The hunt for employees is much the same. Make it your business to know where job seekers are hanging out these days.

Review. Then review some more! You may need someone right now, but will anyone really do? Of course not! Take time to review each resume you receive…and then take time to review them again! You may miss a great candidate by rushing through this process.

Prescreen. Do you have time to waste? If so, forget about pre-screening applicants and jump directly to the interview! Spend your afternoons explaining to candidates that no, you do not offer flex time or that you are sorry, but that salary expectation is not something your company can accommodate at this time. Prior to extending an invitation to interview, pre-screening your shortlist of applicants is an efficient means narrowing the competition based on the details you cannot change.

Meaningful Interview Questions. While some interview questions will be a standard for you in most interviews (“Tell us a little about yourself”, “Do you have any questions for us?”), you should take time to develop questions specific to each interviewee’s resume. For instance, you may notice that one resume shows a long lapse in employment or a series of short employment terms. These are definitely red flags, signaling the need for you to further investigate.

Check References. You have sat down, met face to face and things look promising. Slow down. Before you jump into an employment relationship with someone you’ve only known for an hour, get a second opinion. If the best predictor of future behaviour really is past behaviour, reach out to the people who have worked with this individual before. Speak with past employers and compare your impression to their experience.

Keep it Legal. Understand the laws governing your recruitment efforts, and follow them. Employment and Human Rights legislation aim to protect both employers and those seeking or engaged in employment. Employers must be mindful of the wording in their job ads, and the basis of their hiring decisions, taking care to avoid discriminatory or other unlawful acts during this process.

Hire Slow, Fire Fast. Take your time during the recruitment process to ensure you are careful and confident in your final decision. That said, the system will from time to time fail and you may end up with an unsuccessful hire. Herein lays the importance of the probation period. Use this time to evaluate your new hire and their progress very closely. If you have made a poor hiring decision, be swift in notifying your employee, so that you do not waste one another’s time.

Hire for the Present. Recruit for the Future. The whole reason behind the recruitment process is to fill a need you currently have within your organization and the end result is expected to be a successful hiring decision. That said, over the course of screening, shortlisting and interviewing, you will likely cross paths with many candidates who demonstrate promise. Keep those prospects in mind as you move forward; you may want to revisit their potential at a later date.

Maintain Relationships. Though it is always difficult to notify unsuccessful candidates, it is an important step in the recruitment cycle. Taking the time to follow up with those who have taken their time to compete for your employ, demonstrates integrity and gratitude.

If you are an employer or hiring manager, take a moment before beginning each recruitment campaign to review these hiring tips. Keeping these pointers fresh in your mind, will help ensure you end up with a successful hire. Alternatively, consider asking a professional to ensure your recruitment process is professional and effective.