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5 Steps to a Successful Hire Because hiring someone to do the job right is important. The best thing you can do for your organization is to hire the best people.” Alan Kearns President, Career Joy. Step One: Expectations. Clearly define the role (Job Description)
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5 Steps to a Successful Hire Because hiring someone to do the job right is important.
The best thing you can do for your organization is to hire the best people.” Alan Kearns President, Career Joy
Step One: Expectations • Clearly define the role (Job Description) • Market research: decide what the position is worth • Always be succession planning
Job Description • Title/Department • Reports to • Overall responsibility • Key areas of responsibility • Mandatory qualifications • “Bonus” qualifications • Logistics: location, timing, equipment, etc. • Salary Range
Step Two: Market the Position • Be realistic yet positive • Provide the salary range • Attract as many candidates as possible • Reach out to your network
Step Three: Assess, Assess, Assess!!! • Phone screen top applicants. • Interview at least three applicants whenever possible. • Test for skills. • Have a friend or colleague do a 2nd interview with your finalists. • Check references: free reference check form on our website at:www.hiresmarthr.com
Interviewing • Make a good impression. • Help the applicant feel comfortable. • Have interview questions prepared. • Provide full job description. • Keep first interview under 1 hour. • Let candidate know next steps.
Step Four: Reference Check • Ask candidates for references (preferably in writing) • Complete a thorough reference check for EACH reference • www.hiresmarthr.com
Step Five: The Job Offer • You may make a verbal offer • Follow with a formal, written job offer • Make sure the probationary period is clear • Ask for a decision/sign off within 2-3 days at most • Let other applicants know.
Managing Your New Employee In the first three months: • Heed the early warning signs and don’t keep someone who isn’t working out • Train for success • Reward success • Meet regularly to give and receive feedback At the end of the year do not neglect the Performance Review