10 Keys to an Effective Hiring Plan: Are you wondering how to get qualified, motivated candidates to work for your company? Are you looking for a recruiting plan that is both effective and efficient?
If you don’t hire the right person, your customers will likely be checking out the competition before you can turn around. You need someone with the right experience, skills, and mindset.
Here’s what you should be including in your hiring plan.
1. Look in the Right Places
You’ll need to choose the right place to let others know you’re looking. For example, if you’re recruiting qualified preschool teachers, you may want to post on job boards where most of the people looking have a degree in Education. If necessary, ask other professionals in your field where the most effective places to post job postings are.
If you’re hiring retail workers, your best course of action may be to have your current employees let their friends know you’re hiring. Referral incentives, such as bonuses and discounts, can motivate your workers to spread the word.
Social media pages, as well as the “careers” section of your website, are also wonderful ways to let others know about the opportunities available at your company.
2. Create a Clear Job Description
Be sure to talk about what is special about the role, as well as provide a realistic description of roles and responsibilities. If you’re looking for particular skill sets, be sure those are clear.
For example, maybe you are looking for someone who has interior design skills and is available on the weekends. Or maybe you will require weekly in-person meetings at 8:00 on Wednesday mornings.
Try to provide as much information about the role as possible so your recruits won’t be surprised once they come on board. You’ll want someone who fits neatly in the role and provides valuable support for your team.
3. Budget For Recruitment
Your business plan may include well-organized budgeting for a number of items, including rent, materials, and marketing. However, you may not realize that recruiting qualified candidates is also something to invest in.
Make sure you’re prepared for the fees involved in advertising on job boards, recruitment travel, and background checks for new hires. You shouldn’t have to short-circuit your hiring process because it doesn’t align with your budget. This checklist can help.
4. Plan Your Interviews
You have a short amount of time with new hires and it’s important to make the most of your interview process. Make sure you write down all of your questions beforehand and stick with the most important questions first.
For example, maybe it’s critical that your candidate for a primarily remote role is able to attend in-person meetings at least twice a month. Make sure your candidate is okay with this arrangement before proceeding.
5. Think About Extra Skills
While you may be looking for a candidate who has to check certain boxes, any extra skills they can bring to your organization may be a big bonus. For example, maybe you’re looking for a writer but SEO or photoshop skills would be a huge plus.
Asking prospective candidates about their skill set is important since you’ll want to get as much as you can out of what you’re investing in them. Don’t be afraid to ask interviewees about any extra abilities they may have.
6. Check Backgrounds and References
While it may seem like an unnecessary step, performing a routine background check on candidates can save you a good deal of hassle later on.
In addition, you can call references to try and get an idea of the kind of fit your new recruit will be. Don’t be afraid to ask open-ended questions so former employers or colleagues can supply important information you may not have thought to ask about.
7. Use a Candidate Scorecard
It’s more difficult for your entire team to agree upon the worth of particular candidates if you’re using different criteria. A simple scorecard can help to ensure that you’re all evaluating them based on the same requirements.
Scorecards can help with fairness and consistency. You can also often reuse and “tweak” them when hiring for other roles. It pays to invest time in coming up with a standard set of criteria.
8. Think About Your In-House Team
You may be considering promotions or role shifting within your own company that will affect the nature of the new role. For example, maybe you plan on moving someone into an administrative position, which will leave a need for more technical skills at the entry-level. Keep these things in mind when you’re hiring.
9. Make an Offer
It’s important that items like salary are agreed upon by your staff before you extend an offer to a candidate. One person may also be designated to handle any potential negotiations. You should also put everything in writing after a verbal agreement gets accepted.
10. Be Clear About What Happens After Acceptance
It’s also important to let your candidate know what will be expected of them after they accept the offer. Are there documents they need to sign or benefit plans they need to choose from? When will they be expected to report to work?
It’s important to make these expectations clear so your new recruit will be confident as they embark on a new pursuit.
Streamlining Your Hiring Plan
A well-thought-out hiring plan can be an excellent investment of your time and money. As long as you are organized and purposeful, you will have a qualified new staff member in no time!
Don’t stop getting smart about your business now. For more great advice, read our blog today.
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