From Beginning to End: A Small Business Owner's Step-By-Step Hiring Process Guide
So far, there have been 34,677 jobs filled in 2020. That's tens of thousands of positions that have been filled at companies in just half a year.
If you're looking to be a part of this massive statistic, you need to understand the hiring process. Understanding the process can be intimidating, but knowing these steps will help.
To learn more about the hiring process, keep reading. We can help you figure out the staffing process as we go step by step.
STEP 1: Creating a Job Description
Creating a job description is more important than most think. You should keep in mind that the description helps to guide the work of the person in the role and identified the contribution you hope for the role to make to your business. The job description is also used to create the job posting.
Your job posting should be reflective of your culture and brand. When candidates are looking online for a position like yours, they read the posting thoroughly. They use it to determine if it is truly the job for them or not. Ultimately, the job description determines who applies.
If you're creating a job description for a job that already exists within your company, you should gather the person or people who work in that position currently. They can help you build a list of responsibilities that they currently fulfill that will also be expected of your new hire. Having that position's supervisor (if not you) present for the conversation would also help.
If you're creating a job description for a new job, it is likely that the new job is taking responsibilities away from existing employees (likely you if you are a solopreneur). If so, the same rules apply. Talk to the people that know the work and expectations for the work the best.
Whatever group you gather, you should work with them on figuring out what a great list of responsibilities for that position is.
STEP 2: Choosing the Best Way to Recruit
The number one thing you should consider when it comes to recruiting is if you have any current employees that would be a great fit for the job. Recruiting from within your company for promotional or growth opportunities is great for employee morale.
If there isn't anyone within your company or you'd rather bring in someone new, you should recruit from several different sources. You should encourage your current high performing employees to recommend the position to friends while you're posting the position on job sites and social media platforms. Don’t be afraid to get creative when selecting where you will recruit.
The best way to recruit is by getting the word out to as many people as possible. This increases your chances of finding the perfect candidate.
STEP 3: Interviewing the Candidates
Once you've created your selection process, reviewed applicants, and chosen a few candidates to meet in-person, you should select your interview location carefully. There are several options: virtual, in person at a coffee shop, in your office, in a co-working space, etc. The possibilities are limitless. The point is that you meet your candidates in a space that will allow you both to feel comfortable being yourselves.
Where ever you decide to conduct them, it is important to see how the interviewee does when engaging with you. Be mindful of the position you are interviewing them for and determine if their personality would be a good fit for the role. More importantly, will they be a good fit for the team.
As you're conducting the interview, you should make sure that you're taking notes about the interviewee. Include strengths, shortcomings, and things you want to ask about and discuss more.
You should also make sure that you open the floor for the interviewee to ask you questions. Their questions allow you to gauge their level of interest in your business and the role.
STEP 4: Offering the Position
In order to offer the position to your chosen applicant, you need to have all of the details nailed down. You should know what salary, benefits, and other perks you're going to offer your potential employee.
Once you've determined all of these details, it's time to make the offer. You should share those details as well as why you think this particular applicant would be a great fit for the position. As a small business owner, it will be important for you to make the offer and show the candidate your sincere interest in them becoming a part of your team.
If they are not immediately ready to accept the position during the call, don’t fret. Give them time to consider the offer. Inform them of the date by which you will look for their reply. Be sure to ask them if they need any additional information to make their decision, at least two days prior to the deadline. You may want to give the applicant up to week to reply depending on the circumstances. If the job requires relocation, you may want to give even more time and negotiate the starting date.
Upon contacting you by the deadline, the applicant may also want to negotiate salary, benefits, vacation, and more. That is normal. Agree to what you are willing to without feeling pressured and no more. Once the applicant accepts the position, it’s time to send an official offer letter will the agreed upon terms of employment.
At the end of the day, you want to show the potential new employee that you're working to take care of them well while also being a good steward of business resources.
STEP 5: On-Boarding the New Employees
After the employee accepts your offer, you should get ready to introduce the new employee to the rest of your team. If the new hire will be meeting several different people, it's important to help them with the first day.
You should supply the new hire with a list of the other employees. Include pictures and job titles, too. Make it fun by including interesting facts about each one of their new teammates. Be sure to introduce them to the team in the same manner. Their first day should be an outstanding experience.
When your new hire comes on the first day, make sure to show them around and introduce them to everyone officially. Make jokes and keep the introductions lighthearted to keep the nerves to a minimum. Set them up with a lunch date too. Don’t make them go it alone on the first day or first week.
When it comes to training your new employee, supply them with all of the knowledge you have. It would also be useful to have an employee in a similar position or someone previously in the position show them the ropes. The success of the employee, your business, and company culture are dependent on this piece.
The entire process should be reflective of your culture and highly informative.
Learning More About the Hiring Process
Now that you understand the hiring process, it's time to put it to work. The hiring process should be easier with these tips.
Once you've successfully hired and on-boarded a new employee or two, you need to understand how to care for them at your company. Read our article on employee wellbeing so that you can hold onto these great employees that you've brought onto your team.
If you're looking for more tangible help with human resources, you can view our services here. We have expertise in a variety of human resources areas, including employee satisfaction, HR compliance, and leadership development.