Hiring new employees can be one of the most challenging processes that any manager can undertake. You are faced with a myriad of obstacles, each one seeming more challenging than the last and to top it off, if you make the wrong decision, it can cost a fortune in poor morale, lost productivity and time. Sounds daunting doesn’t it?
Yes, there are specialised computer programs that will help the process, recruitment companies that will help you for a fee and all sorts of anecdotal tips available on the internet to help. So to aid in the ‘anecdotal tips’ available on the internet, here are my simple tips to an effective (and simple) recruitment process.
Have a clear picture of who you are looking for and what it is you want them to do. Now is a great time to review the position and make any changes that you feel are necessary. Talk to key stakeholders and ask what attributes the selected candidate will have to succeed in the position. Write it all up in a job description. If possible, talk to the previous role holder and ask them what attributes are needed to succeed in the role and what were the challenges. Use this to form the basis of your selection criteria.
Write a clear job advertisement that reflects the information in the job description. Don’t oversell and don’t leave out critical information. Your potential candidate is reading your advertisement – you are setting the first impression. Check spelling, grammar, logos and any other information in the advertisement before you place the ad.
Hooray, you have received your first application, be prepared for more. Don’t forget about first impressions. Make sure each candidate’s application is acknowledged. Review each application as it arrives and rank/sort against your criteria. Prepare your interview questions
Start calling preferred applicants. Ensure you have some phone screen questions prepared and be prepared to answer questions from the applicant. Have all the information necessary to answer their questions. Remember, the applicant is interviewing you as well. If you sound vague or distracted, this will come through as you speak with them.
When the time comes for face-to-face interview, you need to be prepared just as much as the applicant. Ensure that you are well presented, choose a quiet place for the interview, if it’s a panel interview, make sure that the other members of the panel are appropriately prepared. Have your questions and paperwork handy.
Give the applicant an overview of the company, your vision and values, the role and who they will be working alongside and don’t forget to give the applicant an opportunity to ask questions (again, be prepared).
5. Make a decision
Review the candidates and make a decision. Offer the applicant verbally and then follow-up with a letter of offer and contract. For other unsuccessful applicants who have been interviewed face-to-face, speak with them personally. Again, you need to be prepared to provide feedback to unsuccessful applicants if they ask why they did not get the job. For others that did not reach the face-to-face stage, advise them all that they have been unsuccessful. Remember, the unsuccessful people will recall how they were treated when they applied.
Document the process and reasons for decision, destroy any documents that are not needed.
7. Welcome your new employee
After all that hard work, make your new employee feel welcome by having a robust induction and orientation process.
Realise Performance can help your business build a tailored performance management system to suit your individual needs. Contact our team on (02) 8624
3300 to discuss your business’ performance appraisal goals and how we can help you achieve them.