Hiring an employee can feel next to impossible sometimes, especially if you’re a busy small business owner. Although it’s a labor-intensive process, making a great hire can add serious value to you company. An awesome new team member can mean increased team morale among existing workers, better profits, and a faster-growing company. With that said, there are a few steps you should take to guide yourself down the path of hiring the right candidate. Keep reading our tips below to pick the perfect person for the job.
Step 1: Create a thorough job description
A job description is one of the most important parts of the hiring process. It must be detailed enough to capture the right applicants but not too detailed where you’re left searching for the evasive “unicorn” applicant that doesn’t actually exist in real life.
Here’s a few tips for what to include on a job description:
- Job title
- Job summary
- Responsibilities and duties
- Day-to-day activities
- Qualifications necessary
- Skills necessary (both hard and soft skills)
The worst possible thing you can do when writing a job description is just listing out an endless list of responsibilities. Nobody wants to be bored to death when they’re applying for a job. Instead, make the list of tasks and duties short and concise.
Beyond listing the responsibilities of position, make sure to mention other relevant information as well like how the role fits into the company as a whole, remote work options, retirement plans, paid time off, healthcare, company culture, and other perks.
Step 2: Conduct a phone screen
A phone screen can be referred to as “The Great Filter.” Why? Because it presents the perfect opportunity for both job candidates and hiring managers to come clean about what they really want out of the job. Both parties get a better sense of each other in a more informal manner compared to a professional, in-person interview. This is the initial “test” for candidates. Consider asking some of the questions below while conducting a phone screen:
- Why are you leaving your current company?
- When is the earliest you could start?
- What kind of compensation are you looking for?
- Why are you interested in this role?
Step 3: Verify who you’re talking to
In the preliminary stages of hiring, make sure to call the candidate’s references to verify basic information like their position and title.
But if you’re in the final stages of deciding whether or not to hire a certain candidate, it’s time to conduct an employment history verification. It’s critical to get a thorough understanding of someone’s credentials in order to have peace-of-mind you’re hiring someone who can actually do the job.
An employment history verification history will verify a candidate’s former title, credentials, tenure length, and position details. These details are especially important for positions that require licenses and credentials to fulfill the duties. If you hire someone who injures another person on the job and it turns out they don’t have the right license to even do the job in the first place, you can be vulnerable to large fines or lawsuits that could potentially put you out of business altogether.
As you can imagine, it’s critical to conduct a background check so you don’t invite unnecessary liability into your company.
Step 4: Ask insightful in-person interview questions
An in-person interview should be used to evaluate a job candidate, but you should also use this valuable time to get to know the person better, too. Instead of asking rote questions like, “What is your biggest weakness?” – think outside of the box! Consider asking a selection of the questions below.
- What career accomplishment makes you most proud?
- Tell me something about yourself that isn’t on your cover letter or resume.
- Tell me about a time you dealt with a problem at work and what you did to fix it.
- What is your ideal position and why is this the case?
- What is a development area you’ve overcome and improved during your career?
- Who is someone you admire and why?
After you wrap up the in-person interview part of the job, it’s time to make an offer and bring in your star talent. By following these tips, you’ll find the perfect person for your company who will help your business grow and mature.