Where does the search for a new employee begin? One might argue with the outreach effort. However, there is a significant amount of work that must go into the process before you even post about an open position.
You should know specifics regarding what the new employee will do and what qualities they will have to bring the desired results. Spending time on the back end of hiring serves several purposes for tech recruiters, digital marketing recruiters and hiring managers across all industries. It will help you know how to attract the right person, write a better job description and show you what to focus on while you’re screening and interviewing candidates.
The first question: Why?
There are three common reasons to hire a new employee: replace someone who is leaving, address a challenge with the addition of new skills or fill positions in an expanding business. Decide why you need to hire someone and why this role is the most essential to fill. Without thinking about specific background experience, determine what the candidates fundamental mission will be. This should remain the same regardless of how the industry or business evolves. Consider it as this person will achieve X within the time period Y.
Who will be part of the creative jobs search?
You’ll need to assemble a hiring team that should consist of several people including the potential candidate’s direct supervisor, managing director, one of his or her peers and a subordinate employee. Together the group must figure out what the person’s key responsibilities and title will be. Determine three to five specific and productive responsibilities, not a collection of what is lacking in current company operations. A title should be a direct reflection of the person’s responsibilities, not simply defined by what the market averages for an official name. The hiring team must also decide what everyone’s roles are going to be during the interview process.
What are you looking for in the candidate?
This brainstorming process will help you write the upcoming job post. First, outline what background, skills, expertise and accomplishments the ideal candidate will have. Inc. recommends looking past general requirements like a certain degree and instead focusing on what skills you assume are associated with said degree or training. It’s also important to know what is essential for a candidate to have versus what aspects are desired, and remember the distinction during the screening and interviewing process.
Consider who the employee’s superior will be and why that is the case. Also find a definitive number for the salary you want to pay the candidate as well as the maximum salary the company is willing to pay. According to Inc., these are some of the most overlooked yet essential answers to gather before looking for a new employee.
What are the next steps?
Now you must plan how you’re going to reach out to potential candidates through recruitment marketing and track applications. Think about the best professional networks to delve in, websites to post on and criteria to search on LinkedIn. When applications start flowing in, how will you keep them sorted? Look into applicant tracking systems that will make this portion of your job much simpler for staffing solutions.
Once you have worked out all of the above details, it’s time to form a timeline for the new hire. Determine a time to launch the application and a day to close it. Slate a week for interviews and set a goal for the new employee’s start date.