Hiring Best Practices Part I - businessasap.com · such as working remotely and flexible work weeks/schedules. ... Hiring Best Practices Part II will cover the second part of the

The hiring and recruitment process is time consuming, tedious, and at times financially consuming, but essential to finding and retaining top talent for any organization. Here are some key aspects to set the bar for success. Define the Position - In order to ensure a smooth transition from candidate to newly hired employee, an employer must ensure that the organization initially searches to fill a specific role. A new employee needs to be part of your long-term strategy. The most effective way to determine that is through a well-crafted job description. This is typically the single step that begins the hiring process. The basics of a job description include title, to whom they report, a summary of the position, and an outline of specific job duties. Be Competitive - To attract and retain top talent, you’ll need to offer a fair and competitive package, starting with salary. Searching competitors’ listings can be useful, as well as referencing other readily available sources of information such as PayScale.com and Salary.com. Additionally, the power of benefits can greatly affect a candidate’s decision to join the company, including those beyond-tangible benefits such as working remotely and flexible work weeks/schedules. Promoting the Job/Position - Advertising the position and receiving applications from viable candidates is a key step in finding the right fit. Employers who utilize thoughtful measures in understanding their organizational needs, identify a positive cultural match between employer and prospective candidates, and utilize a consistent means of obtaining candidate data will lay a foundation of positive recruitment. Crafting a good job listing should involve a similar approach to writing the job description. However, a job listing typically incorporates what behavioral characteristics are necessary for the position and for your company culture.

Rule of Thumb - Always respond to every job applicant. Someone who might not appear to be the right fit right now could possible be a good fit in the future (or could even be a potential customer/referral source). If they took the time to contact you, then take the time to respond.

Interview and Adjust – Allocate enough time to properly interview candidates – and invite the top candidates back for second, or even third visits. Craft your interview to elicit the information you are seeking, which includes how you craft questions, what testing you use to assess technical or behavioral traits, and your process for checking references. Rule of Thumb - Experiment with how you spend time with candidates, even outside the interview room. This includes articulating what the day-to-day job functions will really look like and what training program is appropriate to the position.

Stay Tuned… Hiring Best Practices Part II will cover the second part of the hiring process including:

• making an offer • onboarding • paperwork • training

Interesting Perspectives >>Inc.com – Do You Make It Too Hard to Get a Job At Your Company? >>HBR – How to Separate the Winners from the Spinners. >>Inc.com – Legal Hiring Practices FAQ ASAP’s Resources ASAP’s eHR - Online HR Support Center includes a variety of helpful resources including templates for job descriptions (based on industry), hiring checklists, employee handbooks. Contact ASAP for your FREE 30-day subscription to eHR.

Hiring Best Practices Part I, Set the Bar for Success