After an employer determines there is a need to fill a position, it may first consider hiring an internal candidate. Existing employees are already familiar with the culture and expectations of the employer. In many instances, an existing employee will likely know how to perform at least some of the job functions of the new position, and therefore the employer will have to spend less time training that employee. Hiring and promoting from within also gives an employee a sense that his or her good work is recognized, appreciated, and rewarded. This also enhances employee morale and creates a positive work experience.
Employers may post openings for a position on any internal bulletin boards. If the employer plans to advertise for the position externally as well, this may be stated in the internal posting to avoid any confusion in the future. If internal candidates apply for the open position and are not selected, the employer should communicate with the applicants that they were not selected. It is helpful to provide the candidate with feedback that will allow the employee to continue to develop his or her skills and qualifications in order to grow within the organization.
If an employer finds current employees are not interested or not the right fit for the open position, the employer should keep in mind its existing workforce may be the best tool in finding an exceptional candidate. Existing employees are familiar with the organization and often know external candidates who would be qualified for the position.
In order to attract the best candidates for an open position, employers should strive to put their name in front of targeted audiences. Employers should use multiple means to advertise the open position. Employers should talk to contacts in the industry and inform them of the open position. Employers should be specific about what type of candidate they are looking for and the types of qualities this person should have to be successful. Employers should also use the internet to their advantage and post the position on professional association websites and social media sites, such as Twitter and LinkedIn. The internet will allow an employer to reach a larger pool of candidates. As suggested above, employers should also inform their existing employees of the open position and determine if they know of any qualified candidates.
Employers may also use a recruiter. Recruiters help businesses secure the very best talent for many types of positions, and using a recruiter may be especially appropriate for more senior positions. Recruiters have the connections and tools to find the right fit for businesses and often do much of the preliminary screening for the employer. Learn more about using a recruiter here.
Once the employer has found potential qualified candidates, the interview process will begin. Be sure the individual responsible for conducting interviews is clear about what is required to perform the job well, including the experience required, training and education, and what skills are needed to perform the job duties. The interviewer should have the job description, as well as a profile of the ideal candidate which includes the qualities that would make a candidate the best fit for the employer's operation.
It is best practices that each candidate should be interviewed by more than one individual rather than a single interviewer. These interviewers should have different styles and come from different levels within the organization. Interviewers should review any relevant materials, including the applicant's resume prior to the interview.
The interview process should give both the employer and the candidate the opportunity to figure out whether there is a good fit. A general rule of thumb when interviewing is this: if it does not directly relate to the job, don't ask. Additionally, an employer should become familiar with any additional state or local laws that may affect what can be asked during an interview. All questions asked during the interview must be legal.
During the interview process the potential candidate is also assessing the organization. Allow the candidate to ask questions about the organization. Use this opportunity to highlight the employer's strengths. Employers should keep in mind that the goal of the interview process is to make the candidate want to work for the employer if it is decided that the candidate is the right person for the job.
Once all interviews are complete, the individuals who conducted the interviews should confer to assess each candidate. Keeping the initial list of requirements in mind, employers should determine how each candidate measures against that list.
In reaching an ultimate decision about the best candidate for the position, employers should consider all factors, including background, skillset, and the organization's culture. Employers should remember that hiring decisions cannot be based on protected characteristics or the employer will risk legal action.
Once the job offer is accepted the employer can start the onboarding process.
Check out MyFrankCrum, My Resources, HR Resources for an Interview Guide and Hiring Checklist.