Do you have a plan to find that next great hire?

Posted by Christy Putnam on March 5, 2019 at 11:04 AM

Do you have a plan to find that next great hire?When you are seeking that next great hire, what specific qualities are you looking for? Someone who has a strong work ethic, is dependable, displays a positive and can-do attitude, and is team-oriented but has potential leadership skills? If you answered yes to any or all of these qualities, you are not alone. It takes a lot of work and a great deal of time and planning to make sure you have the right fit, regardless of the level or position you are hiring for. And none of this takes into account the other companies that are probably trying to compete for that same great new hire, since the job market continues to shift causing many more open positions than there are qualified job-seekers to fill them.

It’s more important than ever to have a recruiting and hiring plan. When creating your plan, make sure your considerations include:

  • Pre-recruiting – Know what message about your company that you want to communicate to applicants. Your mission and values, as well as your brand and culture, can set you apart from competitors. A needs assessment can help determine not only the qualities you need in the new candidate but also which responsibilities could potentially be shifted among existing employees to maximize growth and opportunity. This is also a great time to make sure your job descriptions are accurate and up-to-date.
  • Attracting Talent – Consider how you are going to get your posting in the hands of potential candidates. Are you utilizing social media, recruiters, job fairs, or maybe even schools? The first point of contact with an applicant will likely be your job posting. Make sure that you list essential functions and requirements. Additionally, you'll want to decide if you are going to include a pay range. It’s also a good idea at this stage to include the qualities that set your company apart from others. What would get the applicant excited about coming to work for your organization?
  • Tracking Applicants – It’s critical - and in most cases necessary - to adhere to record-keeping requirements. This can be done using either paper or electronic files, the latter of which have the added benefit of automating the process. There are many software applications that can serve as a useful tool in accepting and sorting applications as well as organizing and quickly distributing notes and documents during the interview phase.
  • Screening Applicants – When considering applicants prior to speaking with them, there are many aspects to consider. Does the nature of the position require a certain level of education, certification, or licensing? If so, does the applicant meet those needs? What is the applicant’s past longevity in terms of job tenure, and do they have large gaps in employment? These elements may seem like common knowledge, but we often lose track of the basics when we are in a hurry to fill a position.
  • Preparing for the Interview – It’s a good idea to assemble a pool of interviewers who will provide varying perspectives on a potential new hire. Make sure they have the necessary tools to provide the critical input, such as a copy of the resume, job description, and recommended questions you are looking for the candidate to respond to.
  • Interviewing – It’s more likely the candidate will be less nervous and more open if the interview environment is comfortable and not intimidating. Make sure to advise interviewers to take detailed notes and stay on-track and on-time. For the best results, it may be necessary to provide basic interview training to interviewers who are not experienced in this area.
  • Following Up – Hopefully, the process is almost complete at this point. Reference checks have been a long-standing tradition and are still a good idea. In this regard, at least one manager and one co-worker should be reached, but make sure that you are only addressing topics like job duties, work style, and employment dates. Once a candidate is chosen, clean up by making sure that record retention is complete. It's also very courteous - and a good P.R. move - to contact final applicants who were not selected.

Set yourself apart from the rest of the pack, and join us as we offer additional suggestions and details on finding and hiring that next great employee.

Attend our complementary webinar Tuesday, March 26th at 11:00am PDT

Recruiting and Hiring Great Employees

Register Now!

When registering for the session, please ensure that you enter ‘Bennett/Porter & Associates’ in the registration field that reads “Please provide the name of the company that referred you to this webinar.”

Topics: Human Resources, Recruiting

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