There are some common and damaging misconceptions about process. You cannot be too small to need a recruiting process. It is not going to slow you down.
Seven steps to better hiring
1Define your employer brand and craft a reputation as a good place to work.
2Make sure you have a functioning, updated careers page with job descriptions that sell your open positions.
3Use the right mix of channels from free and paid job boards to referrals, social and professional networks to get the word out.
4Respect your candidates’ time.
5Be ambitious. The best hires may need sourcing and headhunting as well as advertising.
6Take control of your hiring process with recruiting software, don’t rely on spreadsheets and email.
7Take advantage of phone screens and assignments to arrive at a shortlist. Have an interview plan.
8Use the analytics and reports provided by recruitment software to learn and improve.
If you’ve followed these steps then everyone you meet should be a genuine contender for a job. With this in mind remember that interviews work both ways. They are also a sales pitch. Unless you sell your company, your vision and the opportunities of the role, when you’re making a job offer you’re counting on paying more. The research suggests that good people are more concerned with career advancement than plain compensation.
Rigor is also on your side. Don’t be afraid of challenging interviews, they’re a signal of your ambition and direction of travel. When it comes to making a job offer you’re no longer in the dark. Resources like Glassdoor can give you an accurate estimate of market rates for most common positions. Make sure you compare yourself to similar companies and similar roles.
Make a point of references
There is always a temptation to go with gut feeling when you come to make a job offer and cut corners on references. Resist the temptation. You must assume that a smart person will already have at least a couple of good references in their pocket. Most people don’t like to speak ill of former employees or colleagues. Dig a little deeper.
If the reference is less than glowing, ask why. Nearly half of U.S. companies say they’ve experienced a bad hire in the last year, costing them an average of $25,000. Don’t join them.
Further insurance against a bad hire comes in the form of background checks. They can be appear tough to navigate, especially for business owners without a dedicated HR team, but a $50 investment could save hundreds of thousands of dollars in damages down the line. This is the primary reason that seven out of ten U.S. employers said they conducted at least a criminal check prior to making a job offer.
Once everything is in place don’t get stumped by offer and rejection letters. Use customizable job offer and rejection letter templates that include common clauses to save you and your employee from disputes related to compensation, benefits and special agreements.