Every company wants the best employees possible; but does every company know how to find the best employees possible? Finding the right employee for a particular job requires an effective system that not only acquires the employee of a company’s choice but also sets the new employee up for a smooth transition into their new workplace. The following 5 steps breaks down this process:
Step 1. Creating the Job Description:
The job description is the key to attracting the right employee. Everything in this description needs to be defined accurately to ensure this information is a reflection of the employee you are trying to attain. The job description should fit this criteria:
- Define the position: State the key responsibilities of the position. This will help you weed out the people who are unqualified for the job’s responsibilities.
- List the essential qualifications & skills: This list should be articulate & concise so the candidate can skim through the list quickly to know if the position is right for them.
- Express the company’s ‘feel’: Each company has their own atmosphere unique to other ones. Be sure to convey the company culture so the applicant can get a sense if this company is right for them.
- List the salary & benefits: This is crucial for setting the right expectations for the applicants. Leaving out salary expectations can lead to an inflow of applicants who might require a higher starting base.
- Include resume & cover letter: Submission preferences – Make sure the applicant knows this information so they can get you the right documents.
- Include contact information: The description should have a phone number or e-mail address should the candidate decide to apply.
Step 2. Spread the Word of your Job Opening:
Once the job description is created, you need to let the appropriate circle of people know about the job opening and all it entails. Here are a few ways to get your job opening known to the right people:
- Advertisements: This can include many forms of media such as newspapers, trade magazines, e-mail blasts, websites, & social media. As most job postings are digital nowadays, this will allow you to advertise your posting on many websites & social media outlets to get the word out as quickly as possible.
- Career Fairs: These are a perfect opportunity to meet potential candidates face-to-face and see if they will be the right fit for the company.
- Word-of-Mouth: Whether talking to business associates, current employees, or industry professionals, this can give an employer the ability to have solid recommendations from their peers to pick out the right potential employee.
Step 3. Interview Preparation:
A potential employee is not the only one who has to prepare for an interview. The employer must make sure they follow the right protocol in order to pick out the right candidate:
- Review their resume: Not only will this let you know if the person is qualified for the job but it will also help you tailor your interview to ask the right questions of the applicant.
- Know what you want to ask the applicant: Do you want to know their skill sets? Do you want them to be innovative and go beyond the job requirements? You need to have a clear idea of what you expect out of your potential employee in order to pick the right candidate.
- Make pleasant conversation: The interviewee must feel comfortable when speaking to you. This is not an interrogation. You want to learn as much as you can from the applicant so their comfort will enable him/her to express themselves properly.
Step 4. Pre-Employment Screening:
At this stage, you only know as much about an applicant as what they have told you. It is important to dig deeper and find out as much as you can about someone who will be representing your company. Pre-employment screenings enable you to find out important information about your potential employee. The following screening options are very useful:
- Criminal Records: It is important to know if your employees had any run-ins with the law that could interfere with their job position. It is a good thing to know if your new driver has a history of criminal driving offenses.
- Education, Certifications, & Licenses: Does your candidate have the credentials they claim to have? It is important to know if he/she is as qualified as they say they are.
- Physical Abilities: Is your potential employee healthy? Can they physically/mentally carry out their job duties? Depending on the level of physical needs of a position, employers might choose to perform a functional capacity test to evaluate the candidates’ physical ability to perform the tasks.
- Drug Testing: An employer will benefit knowing if the candidate is currently or recently abused any illicit substances. Drug testing allows employers to know about illegal drugs such as heroin and cocaine, but also about prescription drug abuse that might interfere with the applicant’s job performance.
Step 5. Set the New Employee Up for their New Job:
Once your new employee is selected, you must now make sure they are set up with the tools they need to perform their job duties. Some of these tools may include:
- Work Space: Whether it is a desk, a phone, a computer, equipment, and/or clothing, an employee will need some or all of these things in order to complete their tasks.
- Network Access: From keycards to internet connection, an employer will need to provide what he/she feels the employee needs to do their job.
- Files/Software: In order to complete their tasks, an employee may need access to files, forms, & information essential to their work. If they are using a computer, they will need the necessary software related to their job functions.
- Training: The new employee may be qualified for the job but additional training may be necessary for them to understand their new position. This may entail learning the company’s product, procedures, and even the jargon used around the office.
This step-by-step hiring process can help a company weed out unqualified applicant while selecting a candidate that is right for the vacant position. Once the new employee is in the position and set up with the tools they need, they can become a valuable member of an organization.
Author: Brian Anelante works in the marketing department at MobileHealth.net. Mobile Health is an occupational health organization that specializes in Employee Screening. Mobile Health sees 200,000 people a year for Employee Screenings and we are the leading occupational health provider in New York City.