As a part of your business’s human resources team, you understand how important the process of hiring new employees can be. This process goes much farther than simply finding someone with the right background to fill an open position. There are many things that need to be taken into consideration, things that go beyond the job candidates themselves. Interviewing applicants is only a small part of the hiring process. If you are new to the hiring process, take a few moments to read through this article to learn about some important things that need to be considered when hiring a new employee.

Creating a Job Analysis: Before an HR manager or team can even begin to think about appropriate candidates for a job, the job itself must first be defined. What is the job? What is its significance to the company? What roles are required to properly do this particular job? Creating a job analysis will help you to answer these questions and many more which will then help you to develop an adequate job description and recruitment strategy that can be used to find potential employees. When defining the job, take into consideration important things like work environment, necessary skills, responsibilities and outcomes.

Developing a Recruitment Strategy: Once the job description has been created, take time to set up a meeting with the hiring team – this includes the HR manager/hiring manager and any employees who are going to be a part of the hiring process, such as management or department heads. During this meeting, develop a recruitment strategy that you will use to find candidates for the job. Begin the execution of this strategy such as placing the job ad in appropriate places, considering internal hiring, determining a budget and timeframe of the hiring process.

Build a Checklist to Use in the Hiring Process: Creating a checklist for your team to use during the hiring process can help to ensure that you will almost always be interviewing the right type of candidates. Selecting interview candidates is an important part of the recruitment process, so it helps to know exactly what you are looking for before reading through hundreds of applications. This checklist should include things like the proper job description, required education and work experience, salary range, necessary and useful skills for the job, personality traits, etiquette and hygiene – all things that you would consider to make up your ideal candidate. Building this checklist will help you sort through the applications and ensure that you are interviewing only the applicants who you think will be suited for the job.

Consider the Office Culture: Apart from the job itself, your checklist and recruiting strategy, it is also important to think about the office culture within the company. A particular candidate could have all the right experience, training, education and references for the job that needs to be filled, but it is important to determine whether or not they would also be a good fit with the company based on the company’s culture. A positive office culture and environment thrives on the fact that all of its employees work well together and share a mutual respect and enjoyment of each other and the jobs they do. You want to make sure that you potential new employees would fit in well with your other employees and would feel comfortable within your company’s work environment rather than feel isolated and disinterested in adding to it. When you’ve determined the qualities of your company’s overall culture, add these things to your checklist.

Compile a List of the Right Interview Questions: Before it is time to start the interview process, make sure that you and whomever else is involved in the interviews sit down and compile a list of all the necessary and right interview questions that will be asked to the candidates. Your interview questions should help you separate the ideal candidates from the average ones. These questions should exemplify all of the qualities and characteristics you are looking to fill for the specific job. They should take into consideration everything that is on your checklist such as skills, experience, and even office culture. Your interview questions should contain a mix of cultural fit questions, relatable experience questions, skill level questions, legal questions, leadership questions and more. Never go into an interview without a proper list of questions. This can make the biggest difference in getting the most well rounded analysis and judge of character of your potential candidates.

About the author: Adelaide Irene is a freelance writer with special interests in workforce management and business practices. She also works alongside a corporate security company – Securaglobe.

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