How to Streamline Your Hiring Process and Attract the Best Team

How To Streamline Your Hiring Process And Attract The Best Team

Want to make sure your company grows and keeps growing? Hope to enjoy working with your colleagues instead of dreading it? Trying to save time sifting through applicants? Get the right recruitment process in place, and all of this will come together.

Complete guide to a better hiring process.

Get the wrong one in place, or march forward without one, and it’ll cost you. Literally, as in tens thousands of dollars or more. Rather than hoping that each hire will work out, or trying to turn bad hires into good ones, build a solid hiring process - a system that keeps your applicant pool filled. 

An effective hiring process will help you hire at the right moment, get more qualified applicants and save time by screening out unqualified ones. It’ll help you get the best applicants hired and keep them longer.

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You don’t have to guess at how to create a great hiring process. Companies like Google have shared their secrets after years of testing and spending millions. You can take what they’ve learned, apply it to your company, and improve your applicant pool.

From making the decision to hire to bringing your dream applicant on board, this hiring process guide will help you with the best resources available anywhere.

Chapter 1 When To Hire

How to Hire at the Optimal Time

This is a step of the hiring process where businesses really have to thread the needle. Whether you’re just starting out or are managing a team at an established company, it can be nerve wracking trying to decide if you and your team should take on more tasks, or hire and risk getting in over your head with expenses.

The stakes are high. Recruiting for a position too soon will drain valuable resources, but recruiting too late can also cost you dearly in terms of productivity and revenue.  The resources below will help you find the sweet spot and hire just on time.

Resources on When to Hire

Chapter 2 Writing Your Job Ad

Writing a Job Ad that Attracts the Right Applicants

A good job ad will help you twice - it will attract your dream candidate and filter out people that are unqualified or aren’t a good fit. If done right, it will bring in the right applicants, not the most. Like most of us, you’re probably too busy. You don’t have time search for the needle in a haystack of applicants.

Think of the job ad as both a prefilter to keep bad candidates away, and bait to catch the good ones. You’ll want something that’s honest about the job and doesn’t oversell it, but still manages to capture what’s interesting about it. 

These resources will show you exactly how to write, and how not to write, job ads and position descriptions.

Resources for Writing Job Ads

Chapter 3 Posting Your Job Ad

Posting in the Right Place to Get the Right People

The internet offers us a huge variety of free and paid job boards to post ads. You can also post to social media like LinkedIn, Twitter and Facebook

If you have jobs that require very specific skills, you may even look for a niche job board to make sure more of the right people see your post. There are literally hundreds of niche boards for pilots, engineers, salespeople, marketers, programmers, and more. You can also go for more traditional routes, such as a university career development office. 

There are so many places to post, you may need a little help deciding. Posting to the right places, and posting well, will make the recruitment process a lot easier.

The tips below will help you decide where to post, and also help you optimize your social recruiting technique to get a deeper applicant pool.

Resources for Posting Jobs

Chapter 4 Screening Applicants

Save Time - Screening Right Brings the Best to the Top

Before you invest too much time into applicants, you’ll want to set up a selection process to screen them so that you’re not wasting time on the wrong candidates while the right ones are waiting to hear from you.

Your selection process can go beyond misspellings in resumes and dig deeper with social media research, reference checks, phone interviews, and more.

The key is to know what you’re looking for. What are the red flags, and what are the green lights in a candidate resume or in an interview? What is your team missing, both in skills and in personality? The following resources will help you decide what to look for in candidates, and how to find it.

Resources for Screening Candidates

Chapter 5 Interviewing Applicants

Asking the Interview Questions that Make a Difference

What interview questions lead you to the best hires? Should you ask candidates about their strengths and weaknesses? How many golf balls fit into a school bus

Having a solid interview process will help you zero in on the best hires, save time by avoiding unhelpful questions, and give good candidates more respect for your human resource skills and your company.

As you’ll see in the articles we’ve selected below, a lot of the questions that make up the typical interview process, such as “What’s your greatest weakness?” are considered a waste of time by the experts. 

There are questions that will give you a better idea of who the candidate is and help you make better recruitment decisions. You'll also find advice about when to do phone interviews and in-person interviews.

Resources for Asking Interview Questions

Chapter 6 Deciding On A Candidate

How to Make the Best Final Decision

You can’t afford to hire them all (unless you’re spending someone else’s venture capital money). So how do you make the final cut? How will you pick the one or two people out of potentially hundreds?

According to an article by Charles Duhigg (linked below) Google's human resources discovered that its most successful teams weren’t always comprised of the smartest or most accomplished people - the nature of the teams they formed was a much better predictor of success. 

So it’s more than just deciding who’s smartest, or even more qualified. It’s a complex decision about social fit and personality.

It’s a hard decision to make, and you know how much a bad recruitment decision can cost you. So when it comes time to decide, you’ll be feeling some pressure. The resources below will take some stress out of recruitment decisions and show you how the pros do it.

Resources for Choosing a Candidate

Chapter 7 The Job Offer

Getting the Offer Right So Everyone Wins

Ok, you’ve finally got the right candidate in your sights. You’re ready to take aim and hire. How do you hit the target with the right offer? The offer is about money, benefits and selling a company culture, but it’s also about delivery.

Deliver your offer with the right amount of enthusiasm and clarity about how the decision was made, explain exactly what their compensation will be, and you’ll land your dream candidate. 

Ideally, you’ll also start getting them excited to work for you and set the candidate up for success. Learn how to communicate your offer clearly, close the deal, and build some enthusiasm for the work ahead with these resources.

Resources for Making a Job Offer

Chapter 8 Onboarding

Onboard Smoothly for Long Term Success

Wait! You’re not done yet. What if you could increase the chances of your employees staying at your company for more than 3 years by 60 percent, increase new hire productivity by 54 percent, and increase new hire retention by 50 percent? A good onboarding process is proven to do just that.

Don’t just hire a great employee and cross your fingers. Make sure you put them on a path for success from their first day on the job. Take the time now, and reap more benefits from each hire. We’ve got some great resources to help you and your new hire get off on the right foot.

Conclusion: What to do now

If you’ve gotten to this point, you realize that honing your hiring process is worth doing. It’s going to save you time and money, and will make your company a better place to work. Now it’s just a matter of reading these resources and building your process step-by-step. We hope our guide helped you! If it did, please let us know in comments.