Never hired before? Hired before, but could use some help? Implement the tips below to make the process of finding and hiring the best candidates a lot easier.
Hiring Tip #1: Acknowledge Applicants
Applicants who have taken the time to submit a resume or application should be acknowledged. If you don’t have the resources to respond to each person who applies, post a brief statement on your website as to what candidates can expect when they submit a resume for your job, including whether all candidates will be contacted, or just those candidates who will be invited in for an interview.
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Hiring Tip #2: Follow Up With Job Candidates
Given time constraints, or a discomfort for relaying “bad news”, many managers neglect to contact candidates that they have interviewed to inform them of whether or not they will still be considered for the job.
If you have invited a candidate in for an interview, be sure to keep them apprised of their status during your interview process. Don’t leave the candidate wondering whether or not they are still being considered. If you have ruled out a candidate that you have interviewed, let them know as soon as possible.
Hiring Tip #3: Have Candidates Complete a Job Application
No matter how small your company, a best business practice is to ask candidates who will be interviewed to complete a job application in addition to submitting their resume. A job application is considered a legal document. When an applicant signs your application form, they are verifying that the information that they have provided is true and accurate. If you’ve hired an employee who you later find has falsified their education or experience on their application, you have a clear cut case for dismissal, if termination is the appropriate action to take.
Hiring Tip # 4: Prepare for the Interview in Advance
You want to find the best candidate for your job. One of the most effective ways to do that is to take the time to write down all of the tasks that you will require of your new employee as well as the softer skills that are important for the candidate to possess in order to be effective in the job. Softer skills include things such as “customer service skills” or “interpersonal skills”.
Develop questions that focus on the core skills, competencies and experience that you have identified in your job summary, or description. When thinking about the types of questions that you’d like to ask your potential employee, make sure that the questions are “behavioral” interview questions which require the applicant to provide examples that support their experience as opposed to answering just yes or no.
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Dianne Shaddock
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