Finding the right employees can be similar to looking for a needle in a haystack. It takes a lot of time and effort to find employees who not only possess the relevant skills and experience but are also a good fit within the organisation. In order to effectively attract and retain these talented professionals from a wide pool of applicants, you will have to take a look at your hiring process.
The Recruitment Process
Recruitment is the selection process that is needed to hire the right person for an open position in your company. A good recruitment process reflects the professionalism and validity of your company. However, mistakes in hiring can become costly. That is why, It is essential to develop a system that is both cost-effective and efficient in time. As an HR professional, you will have to make the right choices to ensure that you hire the perfect candidate who will be an asset to the organisation.
When hiring, you can choose to look for the right candidate within your company or recruit externally. Both of these options have their benefits and limitations. It is important to establish the right strategy before starting the hiring process.
Checklist to Successfully Hire New Employees
You can use this 👇 checklist to streamline your hiring process:
Before the hiring process
- New position or replacement: The first step in the hiring process is to determine the need for a new position in the company. If so, you must obtain authority to recruit, whilst following your department’s guidelines. You can perform a cost-benefit analysis to examine if the new employee will cover the costs of recruitment and employment.
- Write job description: Create a compelling job description that describes the responsibilities of the job. The selection criteria must be clearly stated and should include qualifications needed, previous experience required any relevant skills that would prove useful. The job criteria should be looked over by the head of department or the HR manager before being released.
- Include important information: Important information such as whether candidates can work from home should be included in the description, as it will help inform people’s decision whether or not to apply.
- Determine salary range: Research wages and assess the position to determine a correct and competitive salary range.
- Post job offer: Publish the job offer on your website, LinkedIn and other relevant channels.
During the hiring process
- Search for candidates: Recruit qualified candidates from the job posting that you have published on different channels. If there is no pool to choose from, you will have to consider other ways to find potential candidates or adjust your job description.
- Select candidates: Select the candidates with the right qualifications.
- Arrange planning: Create a schedule and arrange a space where you can conduct the interviews.
- Contact candidates: Send an email or call potential candidates to discuss the details of the interview.
- Interview candidates: Conduct interviews with the selected candidates to determine if they are the right fit for the position.
- Prepare and send offer letter: After checking references and selecting the top candidate, you can prepare the offer letter and give the chosen candidate the good news.
- Notify candidates who were not selected: Contact the candidates who were not selected for the position and offer them feedback. The ones who impressed you but just weren’t quite right for this position you could keep on your system for any roles that may come up in the future. Factorial’s recruitment feature enables you to do this on the software.
After the hiring process
Now that you have completed the hiring process, and have hired the right employee for the position, you can start the onboarding process.
It is good to start by introducing the new employee to the rest of the team. As it is likely they have only had contact with the person who interviewed them and an HR manager. It may be a good idea to plan a group activity. This will help the new employee get to know everyone a bit better. You should then show them around the office space. Show them where all the main facilities are, such as the bathroom and kitchen etc. Then you should get down to the nitty-gritty stuff. This includes practical things like signing contracts and creating their account for the relevant platforms and websites they need access to do their job. Then they are good to go.
It is a good idea to regularly check in on them (just during the beginning of their onboarding). This will help make sure that they are settled and help them with any requests they may have. You could also check out our guide to successful employee onboarding.