Many people hire and quit every day, so it is inevitable that every business will need to hire at some point. Hiring can be challenging and stressful to the employer. A lot of employers know that they need to hire, but do not know how the hiring process works.
Though every small, large and the businesses in-between have their own hiring process. Here are some few steps to get a stressed employer on the right track.
Creating a Job Description
A job description is best described as a mental snapshot of the job. The candidates should be able to see or get an idea from the job description of what the job actually entails.
Before the employer can write a good job description, he or she has to be familiar with the duties and tasks of the job. If the employer does not know, the duties that well, ask someone in that position to paint a mental picture of the job. Sometimes the position is new to the company. It is best to do some research; for example, interview someone in another company that holds the same position before writing the description.
Setting too many criteria is a mistake that employers make. The employer needs to narrow their criteria to the top six to eight factors that distinguish winners from failures. Adding more job criteria actually can weaken the potential of a good selection.
Advertising the Position
There are more and more options to place job postings than there was 15–20 years ago. Local newspapers are the first place people go, but there are also region and statewide papers.
The Internet now offers a great opportunity to reach a wider range of people. There are also many other places to consider. The employer can check the local college or university and advertise there. The employer then reaches students and alumni. The employer needs to remember that the type of job will affect where to place the ad.
Once the position is advertised and applicants start coming in. The employer then needs to decide if he or she will be reviewing resumes and or asking applicants to fill out an application. When reviewing resumes, the reviewer needs to first look at the overall appearance. Is it neatly done? Does it have grammatical or spelling errors?
When reviewing the education, typically a quick glance will be enough to ensure the candidate has the educational requirement. The skills section can sometimes tell the reviewer more than the education. Sometimes, for example, one person may have an English degree, but then went into real estate, and that is where their skills are.
Interviewing candidates can be a job of its own. An article explains this in more detail and offers tips. See Interviewer Tips.
When, the employer interviews, it is good to take notes and rate the candidate on how well they answered the question. It may seem monotonous, but it will help the interviewer to evaluate the candidates later and fairly.
A lot of employers or hirers do not bother to do a background check or check references. Research shows that most employees who fail in a job, it’s due to factors different from the criteria used to select them. By checking references, the employer can identify these points of failure and use this in the selection process. The employer needs to remember that a bad review does not mean that the candidate will be a bad employee. The employer can eliminate this idea if he or she checks more than one reference.
Making the Offer or the Decline
Once the employer has narrowed down the candidates, he or she can now extend the offer. The offer can be extended by phone, formal letter or other communication means, though the most common is by phone and followed up by a letter describing the details of the job, but the employer should not include too much information. When sending the letter, it is good for the employer to specify that the letter should be returned and signed.
When the employer has accepted the candidates of his or her choice, the employer needs to contact the others by phone or letter. This is not just for courtesy; this is because the candidate may apply again for another position.