Let's talk!

How to hire an employee: 6 tips to make the process easier

  • click to rate

    In any economy, knowing how to hire an employee with the right skills and experience means having excellent management skills. The hiring process is usually expensive, sometimes disappointing and often very long. In today's tough economy, it can be downright disheartening.

    Granted, the talent pool in many industries isn't as tight as it was just a few months ago, but it does mean that an attractive job posting will likely result in a voluminous stack of resumes to sift through. Once you've selected the best candidates, which can take hours or even days, you need to complete a series of phone checks, video interviews , skill tests, and reference checks. All this at a time when you are already overwhelmed with work and when you have to juggle the difficulties of managing a team remotely.

    This process is however crucial. A bad hire means more disruption to your team and even more waste of time and money.

    So how do you hire an employee when you're busy, stressed, and distracted, and just looking for a competent employee for that role right now? We have five helpful suggestions and one of the most relevant tips for you to attract and hire the right candidate who will bring the most value to your organization.

    1. Focus on the job description
    The COVID-19 pandemic has shaken the economy. The general unemployment rate has skyrocketed, even though there is fierce competition in the recruitment market for some sectors. Several positions are also becoming increasingly difficult to fill. Whatever the state of the recruiting market and whatever position you are looking to fill, writing a detailed and compelling job description will be essential in recruiting the best candidates.

    If this is a new role to fill, think carefully about what tasks you want the employee to take on in the short and long term as well as the level of education and experience your ideal candidate should have. . If you need to hire an employee for a vacant position, take the opportunity to assess whether you want to make any changes to the position. Chances are you want to add or move some responsibilities, especially if the job description has not been updated recently.

    When writing your job description, keep in mind that not all candidates who apply will be the most talented. Include enough information to attract the right job seekers for the job. Try not to write a description that is overly long or too specific, but still give enough detail to discourage underqualified applicants. List the skills, experience and credentials you are absolutely looking for, and briefly explain how the success of the chosen candidate will be measured. You don't want to spend time reviewing dozens of resumes that don't match your needs,

    2. Cast a wide net
    When recruiting candidates, try to reach as large an audience as possible. First, you'll want to post the job on your website and on job boards that meet the needs of your industry. You should also post the job posting on your company's social media accounts.

    You may also want to ask for recommendations from members of your team as well as people you trust in your professional network. They can often be a great source of promising leads, including professionals who may not be actively looking for a new job, but who might be open to a new opportunity.

    3. Don't rush the CV review
    Evaluating CVs and other application documents is a tedious and time consuming process. However, it is essential to perform a thorough examination to determine whether a candidate's qualifications meet the criteria for the position to be filled.

    During your review, look for keywords and phrases that match those in the job description. This will allow you to see if the candidate has studied your vacancy and made an effort to meet your needs directly. Take a close look at the technical skills of applicants, but also look for evidence of their personal skills, whether in the clarity of their writing (as evidenced by their CV and cover letter) or in the details of their work history (experience in presentation during team meetings, for example, or in inter-departmental collaboration).

    Finally, consider the impact the job seeker has had in their current or past role. Does it clearly explain the added value it has brought and how it has contributed to achieving the objectives of the company? Don't take any shortcuts at this step. You want to hire an employee who can fit seamlessly into the vacant position and make a difference from the start.

    4. Deepen the interviews
    As you did when reviewing CVs, emphasize technical know-how and interpersonal skills during the interview. The open-ended and hypothetical interview questions allow the candidate to talk about his experience and skills while giving you the opportunity to assess his analytical and verbal communication skills, his tact (the way he talks about a current or past employer, for example), diplomacy (how he describes his interactions with other teams) and other personal skills. Keep a friendly tone, stay engaged, and ask follow-up questions as needed.

    Also pay attention to how the candidate prepared for the interview by testing their knowledge of your company and industry. You can't expect him to read your annual report or know the full story of your business, but he should have a sense of the company's mission and product. Aim to hire an employee who demonstrates an interest in the values ​​of the company, not just the job at hand and paychecks.

    While your conversations will naturally take different directions, be sure to ask the same general questions of all applicants to keep the playing field level. Also explain what makes your company and its corporate culture special. Remember that interviews are a two-way street. You want to find the most qualified person for the job, but the candidate will want to be just as excited about joining the team.

    5. Determine the right salary range
    In any business, offering compelling total rewards is essential to attracting the best candidates. By looking at resources like Robert Half's salary guides, you can ensure that your starting salary ranges are on par with or better than your competition. You can also use our salary calculator to easily adjust these national average salary ranges to suit your market.

    Even in a struggling economy, a candidate will take a day or two to consider a job offer. There may also be reciprocal negotiations, especially if you are looking for a highly qualified and experienced professional or if you want to fill a specialized position. Be patient and fair. You want to hire an employee who will be happy to start their first day on the job. Once the candidate has accepted your offer, make it clear that the final offer is conditional on reference and background checks.

    For more information: computer analyst