The hiring process is a vital part of the company’s life cycle and its overall success. Reliable and hard-working employees that fit in with the company culture can contribute a lot to the company’s bottom line. If you need to continuously replace employees, you can expect it to cost as much as 9 months of the employee’s annual salary.
Thus, your company’s process for hiring employees needs to be as efficient as possible.
If we lived in a perfect world, the hiring process would look very different. You’d simply send out a message or job post, and the best three candidates would apply. You’d only have to choose the top candidate from these three. No unqualified applicants to work through. No piles of documentation to file.
Unfortunately, things aren’t this easy. But you can improve your hiring process with these ten easy steps.
10 Hiring Process Steps
Here are the ten steps you should include in your hiring strategy:
Step 1: Identify Your Hiring Needs
The first step is to identify your hiring needs so you can avoid time wasters during your search. Understand whether you need to fill a newly opened job position, hire to better manage the workload of a team, or hire because your company is expanding. Identify what positions you need to fill and when you need to fill them by. Knowing how urgently you need to fill the vacancy should also guide your process.
To define these needs, chat with members of your HR team, other employees, and the manager for the department you are hiring for.
Step 2: Create a Talent Recruitment Plan
Once you’ve examined your company’s hiring needs, create a detailed talent recruitment plan. A well-crafted talent attraction plan helps guide all the other steps in your hiring process for optimal efficiency. It also helps you attract the best talent for your vacancies. Your recruitment plan should include:
- Research on industry hiring trends
- Allocating a team to manage incoming applications
- Designing the application process
- Talent attraction tools like employee referral programs
- Finding the best channels for talent attraction (ie: LinkedIn, job boards, etc)
- Considering in-house talent
Step 3: Writing the Job Ad/Post
The next step is to write the job post. This includes writing effective job requirements that list the required experience and any special qualifications or characteristics you’re looking for. You should also mention the salary range, benefits, and any additional information that may be of relevance to the job seekers.
Step 4: Create an Advertising Plan
Another important step is the advertising plan. Consider:
- Where you want to post the job ad
- Specialized advertising platforms if the job is very industry-specific
- If you want to make use of social recruiting
- Video recruitment
Step 5: Recruit, Recruit, Recruit
Besides advertising, you can also directly reach out to desirable candidates. You can search for candidates at job fairs, on LinkedIn, Upwork, and other social media platforms. Through active recruiting, you can find applicants that may not have been searching actively for a new position. Targeting them may get their attention and encourage them to apply.
Step 6: Evaluate Applications
Review incoming applications. Set up efficient strategies to receive applications, including applicant tracking systems and emails.
While evaluating the applications, eliminate any that don’t meet your basic requirements as set out in the job description. Shortlist applicants that seem the most desirable out of your application pool.
Step 7: Candidate Interviews and Assessments
Now, you can reach out to shortlisted applicants and set up the next steps. This may include interview steps or even pre-interview assessments.
These “follow-up” steps play an important role in verifying the suitability of each candidate. You can check that the applicant has the skills to do the job they applied for. You can also gauge whether the talent will fit in with your workplace culture.
Should they pass the assessment, you may invite them for an interview or the next step.
Step 8: Pre-Employment Checks
Pre-employment checks include running background, social, drug, and reference checks to further screen candidates. These can form part of your application review process. You can choose to run checks before or after the interview step. No matter when you complete them, it’s advisable that you run the necessary checks before sending an offer.
Step 9: Send the Job Offer
Once you’ve made your final decision, send out a competitive job offer to the candidate. The candidate may opt to turn down the offer so it’s ideal to always have a backup candidate or two from your shortlist.
Step 10: Onboarding and Training
These are the final must-have components in your process. Onboarding and training help employees acclimate to the position and the workplace culture. They also set them up for success and increase their productivity.
Streamlining the hiring process sets you up for simpler recruitment and swift turnovers. It also helps you attract the best candidates for your company.
Contact &Team today to check out our Talent Acquisition Management Platform and learn how it can help you optimize recruiting today!