Hiring an employee is no longer just a matter of how good you look on paper. Employers are looking for the total package, a candidate who excels in multiple areas, has excellent interview skills and can demonstrate that their presence will benefit the company and work with the existing company dynamic.
Create a job description
Make a list of the necessary skills, work experience as well as preferred personality traits that will be required for the job. Do not hesitate to make this list as detailed as it needs to be so that candidates can be quickly narrowed down during the application process.
Create an advertisement for the job vacancy
When creating an advertisement for an employee, include a description of the company and a mission statement. The advertisement must also include mandatory and preferred skills, experience and qualifications as well as a detailed description of the job and the tasks that a qualified candidate will undertake.
For ideas on how to create a good vacancy advertisement, view a few listings in the local papers or on job websites to become familiar with the format and change it to suit your particular needs.
Ensure that the method by which candidates should respond (email, fax etc) is included in the description, along with the deadline for applications.
Post the advertisement
Post the vacancy advertisement where potential employees will see it. There are a number of free websites that allow employers to find candidates. Local papers are also a good option and are generally affordable.
Sort incoming applications
Because of the current job market, there will be numerous responses to job advertisements. As soon as an application is received, it should be reviewed and placed into one of three categories:
- Call for interview
- Maybe interview
- Do not interview
Once the deadline for applications has passed, review the “Maybe interview” applicant pool more carefully and sort them into the other 2 categories. Once a set of candidates have been selected, call them and schedule interviews.
Prepare a set of interview questions tailored to the company and job requirements. Ensure that there are “situation questions” where candidates will be asked how they would respond to a particular task or problem. Make notes on the candidates responses as well as their demeanor in the interview to see if they are the right fit for the job.
If a candidate cannot be hired after the first interview, they can be called back for a second round of interviews. Eliminate those applicants who were not successful in the first interview and then check the references and employment and education history provided by those who were. A quick way to narrow down the search for an employee is discovering false information on a resume. Eliminate these applicants as well and begin the second round of interviews.
Offer the top candidate the job
Contact the top candidate with a formal offer for employment.
Tips and Warnings
- Ensure that skills test are carried out before lengthy interviews if they are required.
- Look for candidates who demonstrate the ability to learn and adapt
- Be cautious of candidates who have had many jobs in a short space of time or those who have lengthy gaps in employment that they cannot seem to account for.