As the economy remains strong and industries continue to grow, hiring new employees is almost inevitable. In some industries, more employees are needed than are available for the job openings. In these situations, it can be tempting to fill positions with the candidates available, not necessarily the best candidates for the position.
This article will offer some recommendations for making the best hiring decision possible for your opening — and help manage risks along the way.
This is the foundation of the position itself and a key tool of the selection process. Making sure you have an accurate and updated job description for your opening is key to setting the minimum qualifications needed from candidates.
Another foundational piece of the selection process is the interview. Many companies ask behavior-based interviews to determine if the candidate possesses the desired skills for the position. Questions posed in this type of interview would be based on the competencies outlined in the job description. These questions should be the same for each candidate you would choose to interview.
You can build the job description and interview questions today — even before an opening exists.
Once you actually have an opening and it’s time to put your process in motion, where do you start?
Generate a Candidate Pool
Candidate pools can be established in many ways, including job postings, employee referrals, word of mouth, social media, and job fairs. Many businesses have found unique ways to find top talent for their particular industry, but the bottom line is you need to find those candidates!
Evaluate the Candidate Pool
At this stage, you are narrowing down your pool to those candidates that appear to be the best match for your position. The better you can match their skills and competencies to the job requirements, the better the match.
Conduct Interview(s) on Selected Candidate(s)
Once you’ve narrowed down the field, you can explore if those candidates are a match for the position. Interview questions based on the behaviors desired to fit your competencies can help facilitate a more in-depth dialogue with the candidate. The interview can provide an opportunity for the candidate to seek more information to help them determine if the position is a good fit.
Background and Reference Checks
Depending on the position, and where permitted by state law, you may look to obtain background checks on the candidates. For example, if the position requires driving, where permitted by applicable law, you may consider reviewing the candidate’s driving record to determine whether the candidate meets your driving policy standards. In addition, if the position requires handling money or equivalents, where permitted by applicable law, a credit check may be appropriate. A reference check could also help confirm or further explore skills and competencies evaluated in the interview.
Conditional Offer of Employment and Conditions
Once you’re confident you’ve found the best candidate, make a conditional offer of employment. This will generally lay out the offer itself, other supporting information, and any additional conditions that need to be met before finalizing the offer. Where permitted by applicable law and in accordance with your company policies, you may consider conducting a criminal background check and drug test.
After all appropriate checks are verified, you are now ready to hire your new employee. Congratulations!
The above outline is not an all-inclusive process by any means, but more of a refresher on some of the more pertinent steps in the hiring process. The goal is to help make sure you are doing the best you can to match the best candidate with the opening. This process also helps minimize the risk of undesirable hires and potential problems down the line.
By: Jon Medo
This publication is intended to provide general information and recommendations regarding risk prevention only and should not be considered legal or other expert advice. The recommendations herein may help reduce, but are not guaranteed to eliminate, any or all risk of loss. The information presented may be subject to, and is not a substitute for, any laws or regulations applicable to your business. Qualified counsel should be sought regarding questions specific to your circumstances. © 2019 Federated Mutual Insurance Company. All rights reserved.