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Getting Hiring Right the First Time

Getting Hiring Right the First Time

Filling a position that you have open isn’t the easiest thing in the world. It’s packed with pressure, demanding, and is time-consuming – especially when you’re aware that if you hire the wrong person it can set your business back many thousands of dollars and have a negative impact on overall employee morale. That said, many employers tend to rush the process. In fact, most employee turnover tends to be the result of a poor hiring decision. To make things a bit easier, here’s a quick look at a few things to include in  your hiring process so you can get it right the first time.

The Process

There are really only a few main components to the hiring process that can’t be ignored: the resume, application, employment background checks, and the interview. Throughout the process, it’s to your direct advantage as the employer or as a hiring manager to keep a checklist of each document you receive from prospective hires as well as of any forms you complete. Having a checklist means that critical elements of the process don’t accidentally slip through the cracks. It will also make the overall process more uniform and streamlined, which is especially important when more than a single hiring manager is involved.

Manage Hiring in a Single Place

Whether you’re looking to hire someone who can improve your SEO, a new operations manager, accountant, or anything else, the best way of consolidating and managing hiring data is to actually automate the applicant tracking. This will allow you to store and access all of your current and past data in a single location and will even allow you to better keep track of potential candidates for any future openings when they don’t exactly fit your current needs.

Careers Webpage

Your website is the first impression many applicants will get of your business and brand. Think about integrating the process of applying with your careers page. Make sure you focus on reliability and usability to make sure you don’t lose any candidates due to technical issues or a user experience that’s not outstanding.

Also, keep in mind that the careers page needs to be a direct reflection of the business as a whole. Display information regarding any open positions along with benefits, potential career paths, culture, company awards and news. Give applicants a bit of insight into the day to day working life for employees you already have. If you’re consistent with the brand it sets expectations for any candidates and can get them truly excited about the prospect of working there before they even enter an office.

Electronic Decision Making

Using technology in the process of hiring new employees can guard against things like losing resumes. It can also help lead to great new hires. Consider coming up with a binary yes-no process of decision making for whoever does your interviews so that no candidates ever get stuck in that dreaded “maybe” category, where they can be potentially overlooked or forgotten.

Having an open position can create gaps in the productivity of your business, and that can add unnecessary stress to the plates of current employees, lead to people making mistakes, and can spawn an overall feeling of burnout and frustration. In order to assist your organization with navigating through the exhausting demands of the hiring process, take heed of the tips you’ve read here today.

Managing hiring in a single place, having an amazing careers webpage, and making your decisions electronically (and don’t forget the background checks either), can not only lead to more and better-qualified candidates, but it can also make the process more efficient.


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by Marissa Collins //

Opinions expressed by contributors are their own.