Hiring the right person for the right job is a challenge for most people. Making the wrong choice can be expensive — not just to your bottom line but also to your work environment. Hiring the right employee, however, pays for itself in productivity and a positive impact on the company as a whole. Here are a few tips that can help you secure the right candidate for your company’s openings:

  • Define the Job – The first part of hiring the right employee starts with a job analysis. This will help you to clearly define the duties, responsibilities, needed skills, outcome and work environment of your open job. It is also critical process in the development of an accurate job description for the new employee.
  • Create an Employee Recruitment Strategy – Now that you have your job description in hand, set up a planning meeting with the key people who will be assisting in interviewing and hiring the new employee. At this meeting, you can set the tone for the interview process, the goals of the interviewing and go over any additional needs for the position. You can also discuss where to find the right candidates for this particular job. Should a placement agency be brought in? Do you need a national search or are there enough people suited to the position that you can stick with a local approach?
  • Use a Checklist – Creating a checklist for hiring an employee will help you define your process. The checklist for hiring an employee keeps your recruiting efforts on track and communicates progress to interested employees and the hiring manager. It also helps ensure that each candidate receives the same treatment throughout the process – a very important issue for your Human Resources department.
  • Network Early and Often – You can develop relationships with potential candidates long before you need them when hiring an employee. Once the right position opens up, you can use your relationships to help fill the position.
  • Review Credentials and Applications Carefully. The work of reviewing resumes, cover letters, job applications, and job application letters starts with your well-written job description. The bulleted list of the most desired characteristics of the most qualified candidate was developed as part of the recruiting planning process. Screen all applicants against this list of qualifications, skills, experience, and characteristics.
  • Prescreen your Candidates – The most important reason to prescreen candidates when hiring an employee is to save the interviewing and selection committee time. While a candidate may look good on paper, a prescreening interview will tell you if their qualifications are truly a fit with your job. You can also determine whether their salary expectations are congruent with your job. A skilled telephone interviewer will also obtain evidence about whether the candidate may fit within your culture – or not.
  • Ask the Right Questions – During the job interview, it’s critical to ask the right questions and not get off track. Write out your questions based on the job description and the skills required to excel at the job before the interview. Ask everyone the same questions so that you can equally measure their responses.
  • Check Backgrounds and References – Effective background checks are one of the most important steps in hiring an employee. You need to verify that all of the credentials, skills, and experience are actually possessed by your candidate. The background checks must include work references, especially former supervisors, educational credentials, employment references, actual jobs held, as well as criminal history.