When I help a client build a robust hiring process to get the best candidates and reduce failed hires, it usually has at least 12 steps and takes 2-3 months to go from start to a body at the keyboard.
We all want that to happen faster! I wish I could skip a step. But every time I’ve done it, I’ve regretted it.
Here’s the importance of each step:
- Define a clear concept of the ideal role and description of the ideal candidate
If you don’t know where you are going, you might wind up someplace else. ~Yogi Berra
- Reflected in a Job Description
It’s one thing to be clear in your head; when you write it down, it’s easier to communicate it to the candidate too!
- Know what the market price for the job is
Knowing the market price makes it possible to put a solid range in the posting and communicates to qualified candidates that you are serious.
- Create a compelling marketing document (Job Posting)
The job description’s goal is clarity of the role; the goal of the job posting is to attract your ideal candidate. Don’t post a glorified job posting!
- Gather a large, diverse pool of candidates.
The more applicants you get, the more likely your ideal candidate is in the applicant pool. When you only get a few applicants, you are less likely to find your ideal candidate!
- Screen with meaningful questions
Resumes lie. Use screening questions on your website/application to help you to screen out the pretenders. A well-run search will yield 100 applicants; you want to talk to <20 of them!
- Phone screen the best applicants
Take that top 20% and spend 30 min on the phone getting to know them, their background, and screening out any red flags.
- Conduct an in-depth 1st interview
Once you’ve talked to 5 – 10 candidates face-to-face, you’ll have a good idea of what the market is offering you based on your posting and salary range. There will be things you like and dislike about every candidate. Don’t fall “in love”!
- Assessments for final round candidates
Are there skills you want to test for? Personality characteristics you want to screen for? Now is the time! Don’t be fooled by a good interview.
- Conduct a thoughtful second interview
The second interview is where you can go deeper and get more of a chance to ask their questions. Don’t forget to sell the job to your top candidates. Close the deal!
- Strong written offer (contingent on reference and background checks)
Always communicate your offer in writing to your top candidate. Include start date, salary, benefits, vacation, etc.
- Enthusiastic welcome and onboarding
Reach out once the offer is accepted, and welcome your new employee! Be excited with them!
This can be an arduous process, especially if you have a ton of new work, or if your key person left and you are holding down their job, your job, and are doing the hiring!
That’s where it can pay off to hire a recruiter to do this for you! If you need help, we’ve got a recruiting process built especially for a business like yours (and costs about half of a traditional recruiter). Hit reply and let me know what you are looking for, and we’ll schedule a time to help!
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