FDIC-Insured – Backed by the full faith and credit of the U.S. GovernmentFinding the Perfect Hire for the Job
| Posted in Bank Blogs
Any human resources professional can tell you; hiring employees takes time. That makes it especially difficult for business owners who are often too busy with the day-to-day aspects of running a business to sort through hundreds of resumes and set up interviews. But as most business owners know, finding the right candidate is extremely important, especially since hiring the wrong one can cost thousands of dollars.
So how do you set out to find the perfect match for your company?
You can start by taking these steps:
- Take time to write your job descriptions and posts. A job description is much more than words on paper; it's an advertisement for your company and as such, should be compelling and comprehensive. Talk to the department manager as well as co-workers and colleagues who interact with the department to determine the most important duties of the position as well as the skills required and needed. Ask your employees what they love best about the company and their job. Then craft an appealing description of the benefits of the job and your company.
- Use your industry/association connections. One way to find qualified candidates is to network in trade and professional association groups for potential candidates. You're more likely to find a candidate who will know your industry, competition, and marketplace.
- Advertise your position. Once you have your job description, advertise it online to job posting sites, such as Indeed and LinkedIn.
- Involve staff and managers in the interview process. In addition to asking for input for writing the job description, ask other members of the department to participate in the interview process. Because they are familiar with the responsibilities of the position and dynamics of the department, they may be in a better position to evaluate a candidate's ability to fit in and do the job.
- Engage your employees. Who better to recommend the best candidates than your best employees? Your employees may be able to use social media sites, such as LinkedIn or Facebook to help you find the right person. Consider offering a referral bonus to encourage involvement.
- Screen resumes carefully. When you receive applications, resumes, and cover letters, review them against the job description and required skills to ensure they match.
- Pre-screen candidates. It may be an added step, but it can save you time and money in the long run. Take some time to screen applicants over the phone to determine their qualifications and experience and even their salary requirements. You may also want to consider reviewing social media sites to get a sense for a candidate’s values and interests.
- Perfect the interview process. Before you bring in candidates, make sure you're prepared to interview them. Have a meeting with all the interviewers in your company to review what you're looking for in a candidate and ensure they ask the right questions. Then, after the interviews, reconvene to discuss results.
- Do a background check. Once you have an ideal candidate, verify their work references and criminal history.
The bottom line is that taking the time to find the right candidate will save your company money and actually help your bottom line.