It’s the Most Wonderful Time of the Year… For Hiring

As the holidays quickly approach and we all take some time to unwind and enjoy the festivities, there is something that many employers will have to tackle with the new year: hiring. With the most common months for terminations being December and January, you may need to start thinking about how you are going to find the right candidate for your open positions once the holiday season is over. Here are some steps you should take when getting ready to bring in new employees.

 

Do you know whom you are competing with for employees in your area? Do you know how much the going pay rate is for your position? These are some questions you want to ask yourself before even posting a job opening. If you are hiring for a similar position within the same industry as someone down the street who is paying $5 more per hour with richer benefits, you may be at a disadvantage to hiring a top candidate. Be prepared and research your position to make sure your pay and benefits aren’t lagging for your area.

 

 

Depending on what type of industry your company operates within, there may be requirements a new hire may have to complete, or you may have requirements of your own that you would like to implement. You will need to determine if you will require background checks, driving record checks, drug testing, employment verification, education verification, or any other pre-employment checks. Some of these requirements, such as drug testing and background checks, will need to be disclosed at the time the candidate applies, whether this is on your website or on a poster if you require applicants to apply in person.

 

 

Before posting a job, you want to have a good idea of what type of candidate you are looking for. You should include a summary, essential functions, job responsibilities, working conditions, and required qualifications for the position. Don’t forget to consult with the managers that this person would either report to or regularly work with to ensure you have a clear understanding of what the job entails.

 

After developing a job description, develop a job posting that includes information about your company, important keywords, benefits information, and any legally required information. You will need to disclose if you require background checks or drug testing, while some states will require that a salary range be disclosed. It’s also a good idea to include an Equal Opportunity Employment statement at the end of the posting.

 

 

While you may have a company website where you can post your job openings, consider expanding beyond this to reach a wider audience. Websites such as LinkedIn, Indeed, and ZipRecruiter are common websites used to post job openings but you can also target a more specialized audience to get your job noticed. If your position is a professional-level career, such as engineering or accounting, there are typically many organizations that have dedicated job boards specifically designed for these types of applicants. Conversely, if you are looking for skilled labor, such as welders or machinists, consider reaching out to your local trade schools and community colleges to see if they have programs that help place newly graduated students.

 

 

Once you have your position posted, review the applicants. This may seem like a no-brainer, but if you look at the resumes coming in and you’re not seeing the right type of candidate, you may want to consider what may be the reason. Does the job title need to be revised to better fit the job duties? Does the job description not give an accurate picture of the position? Are there better job boards on which to post your opening? It’s better to tweak your job posting than to settle for the wrong candidate.

 

 

Once you have a promising candidate, do you know what your interview process will look like? Before scheduling interviews, you should know who will conduct the interview, where the interview will take place, and what questions should be asked. While having an unstructured interview is not unlawful, in which the interview is more like an organic conversation, it is best to have a guide that includes general questions that you will ask each candidate. By using a guide, you can ensure that you are effectively comparing your candidates to each other. This will also keep your conversation focused on the job you are hiring for and not delving into personal information, which could land you in hot water if the candidate believes you are using the information for discriminatory reasons.

 

 

You finally find the perfect candidate and want to make your offer. What should you do? Present an official offer letter to the candidate with any relevant information such as job title, whom they will report to, pay rate, exempt/nonexempt status, work hours, and tentative start date. If you require any pre-employment steps, such as drug testing or a background check, include a statement that the offer is contingent on the successful completion of those steps. Unless there is an employment contract involved, avoid promising employment for a set amount of time and note that the position is at-will employment if applicable to your state. Provide information on what to expect on the first day, such as requirements to bring documentation for the I-9 on their first day, and if there is an orientation they will attend. Make sure the candidate signs the letter to show their acceptance of the offer; this will help with any confusion in the future if they believe they were offered a different position, work hours, or pay rate.

 

While there may be multiple steps involved in hiring the best candidate, having a well-developed and clear process will make the task much more streamlined, help you find better candidates, and ensure compliance with federal and state law. Our FrankAdvice HR-certified consultants have multiple years of management experience and expertise you can tap into for solutions to support your business needs. If you need help with developing a winning hiring process, reach out to your HR Consultant.