There is a link between recruitment and onboarding and employee turnover. You’re probably aware of how costly employee turnover is to your business.
When you’re hiring employees, that process can become impersonal and cause dissatisfaction among new employees.
Knowing the steps of the hiring process for employees can make all the difference in your business. Read on to find out what the steps of hiring new employees are and how you can make employees feel a part of the team.
1. Determine Your Needs
Why are you hiring? Did the previous person not work out? Are you creating a new role in the organization?
If you’re starting a new position from scratch, you have to do the extra work to define the role and expectations. You should also decide how this new position fits with the strategic vision of the organization.
In the case of filling an existing position, you should know why the previous person left. There are probably a lot of lessons to learn about the hiring process.
Make a list of all of the skills, qualities, and expectations you have for someone in the position. You should then prioritize the most important skills and qualities of job applicants.
2. Write a Job Description
The next steps in the hiring process are about attracting the right person to apply for the position. You need to have a job description that stands out from the rest.
You can make the job description match your culture. You can make it as fun or as professional as you want. Be sure that the language that you use appeals to everyone.
You also don’t want to have a laundry list of items that you created. Stick with a few of the most important ones. Potential applicants might see the list and not have one or two items and not bother to apply.
3. Make the Job Opening Public
How can you get the right applicants to apply for the position? Know where they hang out online.
For instance, if you’re looking for remote workers, then post the job on job boards and forums for remote workers. You can also post the job on LinkedIn.
One of the best ways to get great applicants is to use your other employees. Give them an incentive by offering a referral bonus for people who become employees and stay for a period of time.
4. Review Applications
Job seekers know that you’re likely to use software-driven by artificial intelligence to narrow down your options.
If you rely on software to lighten your load, you could miss out on a top prospect because they didn’t use the right keywords.
Think of all of the great athletes that were undrafted or went in later rounds because coaches took a chance on them. That’s even when they didn’t fit the typical mold of a top athlete.
Instead of letting AI do the work, take a look at all of the applications yourself. You could find a hall-of-fame type of employee because you took the time to read all of the applications.
You’ll be sure to find applicants that are worth contacting. The main thing to look for isn’t keywords. You need to make sure that prospects have the experience to do the job well.
5. Interview Prospects
The application process helps you make sure that prospects have the skills and experience necessary to do the job.
The interview process helps you determine whether an employee has the soft skills to be a great employee. You also want to make sure that they are a good fit with the company culture.
Be prepared by having a list of questions to ask for the interview. It’s much easier to compare candidates.
After the first round of interviews, you may have anywhere between 1-5 candidates that are still in the running. You’ll want to get a second or third opinion of these candidates.
You can schedule a second round of interviews with colleagues. That gets them involved in the process and they can help you make a decision.
6. Decide the Top Candidate
You and your colleagues need to sit down and decide which candidate is the best one for the job. This may be an easy decision, or it can be a long debate.
If you feel that no one quite fits the bill, then don’t settle on an employee. Revisit the earlier steps and go through the process again.
7. Extend an Offer
When the team decides on the best person for the job, then you need to extend an offer. This should be a detailed offer that includes the standard employee policies.
You should have the salary, start date, and vacation time. Be ready to negotiate the offer and know which terms have flexibility and which ones don’t.
8. Prepare for the First Day
Employee onboarding takes much longer than one day. However, you need to take care of some administrative work on the first day for your new employee.
There are some things that you can do remotely, which gets the employee excited for that first day.
For instance, you can use an onboarding program that helps you verify I-9 and other documents. WorkBright is an example of this type of program which can come in handy if you’re hiring remote employees.
You should have a complete onboarding plan that extends for about six months. You want to schedule a time to meet with the new hire regularly to make sure they understand their role and to integrate them into the company’s culture.
Know the Steps of the Hiring Process
Are you ready to take the mystery out of employee retention? It really starts with the steps of the hiring process.
Once you understand the job hiring process steps, you can ensure that you’re doing everything you can to hire the right employee. You won’t have to turn around a short time later to refill that position.
Your business will save a lot of money in the long run. Be sure to read the other business articles on this site.