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 in place, and all of this will come together.
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.
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
- How to Know When It’s Time to Hire Your First Employee - Neil Patel
- 8 Questions to Ask Before You Hire More Employees - Erik Sherman
- When to Hire - 4 Tips - Matthew Swyers
- Figuring Out What Time Is the Right Time to Start Hiring - Suzanne Sataline
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
- How To Write Job Ads That Work [Examples and 3 Templates]- Betterteam
- Indeed Job Posting: How To Drastically Increase Candidates - Betterteam
- How To: Write a Standout Job Description - Erica Swallow
- Companies Stink At Writing Job Descriptions - Hannah Morgan
- Lazy Hiring Leads to Lousy Results - Tony Morgan
- 5 Killer Tips to Writing a Better Job Ad - Jamie Harnett
Posting in the Right Place to Get the Right People
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.
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
- How to Post Jobs on Every Major Job Advertising Website - Betterteam
- Top Free Job Posting Sites To Find and Recruit New Talent - Betterteam
- 43 Popular Job Search Websites 2016 - Hannah Morgan
- Improving Your Social Recruiting on LinkedIn: 5 Tips to Optimize Your Company Page - Neal Schaffer
- Recruiting Through Social Media - Ray Higdon
- The Top 100 Niche Job Boards on the Internet- Good.co Team
- How to Post a Job to Facebook
- How to Post a job to LinkedIn
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? 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
- 27 Proven Ways to Find Better Employees
- Screening Applicants 101: How Small Businesses can Hire Like the Pros - Stephanie Hammerwold
- What Matters Most in Job Candidates: Experience or Attitude? - Rieva Lesonsky
- What the World’s Top Leaders Look for When They Hire - Jacquelyn Smith
- Least Effective Way of Selecting and Hiring New Employees - Mike Lehr
- How to Make Better Reference Calls - Mark Suster
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
- 101 Common Interview Questions and Answers To Ask Employees - Betterteam
- 5 Phone Interview Questions for Uncovering the Best Hires - Betterteam
- Authentic Job Interviews: The Airline Baggage Check Test - Tracy Lawrence
- You Won’t Hire Great People Asking these Interview Questions - Liz Ryan
- 4 Tips for Interviewing Potential Employees - Carol Roth
- How Interviewers Know When to Hire You in 90 Seconds (Good advice from the employee’s perspective.) - Jörgen Sundberg
- How to Conduct a Phone Interview that Screens Candidates
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
- How to Hire the Best People in the World - Dale Partridge
- What Craft Beer Can Teach You About Business Growth: Best Advice from Jim Koch of Sam Adams (pay attention to the part about tryouts) - Catherine Clifford
- What Google Learned from its Quest to Build the Perfect Team - Charles Duhigg
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
- Job Offer Letter Toolkit: How To Create An Irresistible Job Offer [3 Templates]
- How to Make the Perfect Job Offer: 9 Tips - Jeff Haden
- 5 Ways Employers Bungle the Hiring Process Without Realizing It - Heather R. Huhman
- How to Negotiate a Job Offer - Liz Ryan
- Ten Tips: Closing a Candidate on a Job Offer - Evan Herman
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.
- How to Successfully Onboard a New Hire - Alexandra Levit
- 8 Onboarding Best Practices for Making Enterprise Hiring Easier - Meghan M. Biro
- 5 Tips to Improve Your Leadership Ability When Hiring New Employees - Jason Houck
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.
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