Hiring and talent acquisition has once again been a hot topic in 2015, though it’s always front-of-my-mind for our clients. It can be a time-consuming and tricky process when it isn’t approached in a thoughtful manner though, and we assist and advise our clients on how to hire efficiently and effectively. The following are the seven steps we never skip in hiring for both ourselves and our clients.
- Define the position.
Begin the process of filling any new or vacant role by building or revisiting the job description. Make sure it accurately portrays what the position is meant to accomplish both from a day-to-day standpoint and a strategic one, and what experience or credentials are necessary to achieve that. Ideally, you can evaluate the position against up-to-date market data, as well as develop an internal benchmark for assessing its success.
- Advertise and source.
Once the job description is ironed out, it’s time to figure out where to post it. A company website or social media pages may be a no-brainer, but consider your audience, and work backwards from there. Are websites and mobile apps the best way to reach your ideal candidates, or are they job boards or trade associations? Once “the where” is settled, craft the “what.” Develop an ad that sells your organization and highlights what makes it a great place to work. Continue to re-evaluate your avenues depending on whether you are receiving the right (or enough) resumes.
- Screen resumes.
Take a checklist approach to the resumes you receive, though first establish what are and aren’t your deal breakers. Figure out which resumes meet all or most of your checklist criteria (education, work experience, grammar skills, salary requirements, etc.), and select who you want to interview. Develop a list of questions to ask prospective candidates specific to the opportunity.
Before the interview takes place, decide how you’d best like to conduct it, and what makes the most sense for both parties. Face-to-face, video conferencing, phone? Once it begins, take a moment to put the candidate at ease by explaining the format of the interview. Also, take the time to share information about your company, as well as the benefits and responsibilities that will come along with the position. Be sure to allow a few minutes for a Q&A session from the candidates’ side.
Once you’ve selected for your final candidates, take the time to assess their skills and aptitudes. There are a variety of online assessments that can assist in this, and will offer a broad range of information that interviews often don’t, including behavioral traits, thinking styles, interests and attitudes, to name a few.
- Check background.
Be sure to conduct a thorough background check on final candidates. This should begin with checking professional references, ideally – speaking with former supervisors (not HR representatives or peers). There are automated tools for this now, though many still prefer to pick up the phone. Criminal background checks and additional verifications may also be on the table, depending on the position and company policy.
- Evaluate candidates.
With the hiring manager, compare the best candidates, and conduct second interviews if they are needed, maybe with other members of the team they will be working with. Once a final candidate(s) is selected, extend an offer, and if accepted, send the proper rejection communications to close any open loops.
Employees are the most important asset of your business. Be sure to take the time to select the right ones for your organization, and it will – pay dividends in the future.
Emily Possidento has more than 16 years of experience in hiring assistance, assessments, and organizational development. Prior to joining MCM, she worked for a Fortune 100 company , as well as a privately-held executive search firm.
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American Academy of Estate Planning Attorneys, Inc.
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San Diego, California 92123
Phone: (800) 846-1555
www.aaepa.com
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