{"id":21009,"date":"2018-06-15T12:00:14","date_gmt":"2018-06-15T19:00:14","guid":{"rendered":"https:\/\/infinity-staffing.biz\/?p=21009"},"modified":"2023-12-15T22:01:34","modified_gmt":"2023-12-16T05:01:34","slug":"9-steps-in-hiring-a-new-employee","status":"publish","type":"post","link":"https:\/\/infinity-staffing.biz\/blog\/9-steps-in-hiring-a-new-employee\/","title":{"rendered":"9 Steps In Hiring A New Employee"},"content":{"rendered":"

[et_pb_section fb_built=”1″ fullwidth=”on” _builder_version=”4.16″ global_colors_info=”{}”][et_pb_fullwidth_post_title author=”off” comments=”off” featured_placement=”background” text_background=”on” _builder_version=”4.16″ title_font=”|on|||” title_font_size=”36px” meta_font_size=”16″ parallax=”on” parallax_method=”off” text_orientation=”center” parallax_effect=”on” global_colors_info=”{}”][\/et_pb_fullwidth_post_title][\/et_pb_section][et_pb_section fb_built=”1″ admin_label=”section” _builder_version=”4.16″ global_colors_info=”{}”][et_pb_row admin_label=”row” _builder_version=”4.16″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_text _builder_version=”4.16″ border_style=”solid” global_colors_info=”{}”]As a startup CEO, the recruitment process can be exciting if you\u2019re doing it for the first time. You have the opportunity to meet with the most competent people in the job market. But as you\u2019re marching through the procedure, it\u2019s suddenly a painstaking chore that takes time and energy away from getting actual work done. It\u2019s a grind<\/em>. It\u2019s less meeting up for coffee with an industry rockstar than sifting through countless of r\u00e9sum\u00e9s in which half belongs to the trash. That\u2019s why there\u2019s a separate department for it. But like everything, it can be learned. If you want to take the work out of HR professionals, you must do the work like HR professionals. You should know the steps in hiring a new employee like the back of your hands.<\/p>\n

There\u2019s more to it, but the recruitment process can be boiled down to nine general bullet points. After you learn them, you can probably get the gist of it. However, you owe it to yourself to do some more specific reading. We\u2019re probably going to write more about each of these bullet points, so stay tuned!<\/p>\n

 <\/p>\n

9 Steps In Hiring A New Employee<\/h1>\n

Defining the Role<\/h2>\n

Before you start recruiting anybody, you need to identify what your company needs. Don\u2019t get an IT specialist on your regular payroll just because a blog online told you it\u2019s a \u201cmust-have\u201d. If you hire someone with little necessity in the first place, you disappoint yourself and the person you hired. List down tasks your company needs to be fulfilled, and then find appropriate positions for those roles. Every responsibility and requirement should be outlined in the job description so you don\u2019t waste anyone\u2019s time \u2014 including yours.<\/p>\n

 <\/p>\n

Announcing the Vacancy<\/h2>\n

You need to advertise the opening to potential candidates. Since it\u2019s not 1950\u2019s, most people use job posting sites like Jobstreet or professional networks like LinkedIn. However, some people still use headhunters to speed-up the process.<\/a> If you\u2019re using job posting sites, make sure the information is clear<\/strong>, concise<\/strong>, and comprehensive<\/strong>.<\/p>\n

 <\/p>\n

Screening the R\u00e9sum\u00e9s<\/h2>\n

In about a week, you would have probably gotten a lot of r\u00e9sum\u00e9s from potential candidates. I wish I can tell you there\u2019s a shortcut here, but all r\u00e9sum\u00e9s must be screened for matches. <\/strong>That\u2019s if you want to make sure you\u2019re making the right recruitment decisions. It\u2019s either you, your HR department, or outsourced manpower. Either way, it\u2019s a job that needs to get done.<\/p>\n

 <\/p>\n

Preparing For Interviews<\/h2>\n

It\u2019s not only the candidate that needs to prepare for the interview. You also have to be prepared with a list of specific questions<\/strong> that will reveal information outside of their CVs. It\u2019s also important to figure out their character and motivations. You\u2019re not only hiring someone to do the job for you, but you’re also hiring someone to work with the team. Make sure the candidate fits right in.<\/p>\n

 <\/p>\n

Conducting Interviews<\/h2>\n

The best interviews don\u2019t feel like interrogations \u2014 they feel like conversations.<\/strong> A loose light-hearted chat reveals more about the person because they\u2019re allowed to be themselves. If you prepared for the interview, you won\u2019t have any problem keeping it on-track. Bringing up another member of the team with you allows for two heads to work instead of one. That way, you\u2019ll reach a better decision.<\/p>\n

 <\/p>\n

Narrowing Your Selection<\/h2>\n

After meeting your candidates, it\u2019s time to narrow your selection to a small range depending on how many positions you need to be filled. If you only need one, you might want to narrow it down to three. Consider their skills, experience, requirements, temperament, and cultural fit.<\/strong> Most importantly, give yourself the leeway to choose intuitively. When you met with your candidates, you\u2019ve picked up some subconscious cues about them. Sometimes, these subtleties say more than some statistic.<\/p>\n

(READ: What Are The Qualities Of Good Employees?<\/a>)<\/p>\n

 <\/p>\n

Performing Background Checks<\/h2>\n

Don\u2019t skip this. Make sure everything checks out with your candidate. You don\u2019t want to be working with someone for 5 months only to find out some compromising information about your candidate. Double check their educational, professional, and criminal background.<\/strong> You might learn big things that you might never learn otherwise.<\/p>\n

 <\/p>\n

Making an Offer<\/h2>\n

After you learn everything you can about your potential candidates, it\u2019s time to choose one<\/strong>. Make an offer to the winning candidate. If you really want the candidate, you should be willing to match their asking price. However, always make an effort to negotiate to a lower price. This process also involves making the appropriate paperwork to finalize the employment. Make sure to take care of that.<\/p>\n

If you\u2019re a little sad about the other candidates, you can always write a recommendation or a referral to another company. Don\u2019t worry about giving away \u201cgood talent\u201d. You already hired the best of the bunch, right? Plus, relationships make businesses. You would have made a positive relationship with both the company referred to and the referral \u2014 even if it\u2019s your competition.<\/p>\n

(READ MORE: Does Hiring Temporary Employees Benefit Your Business?<\/a>)<\/p>\n

 
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The recruitment process is a grind. But like everything, it can be learned. If you want to take the work out of HR professionals, you must do the work like HR professionals. You should know the steps in hiring a new employee like the back of your hands.<\/p>\n","protected":false},"author":40,"featured_media":21011,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"","footnotes":""},"categories":[16,30,31,34],"tags":[69,67,68,53,40,65,66,38,52,64],"yoast_head":"\n9 Steps in Hiring A New Employee | Infinity Staffing Services<\/title>\n<meta name=\"description\" content=\"The recruitment process is a grind, but it can be learned. 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