The most important responsibility for hiring managers is recruiting the right people. A wrong hire can be extremely costly and damaging to a company. On the other hand, recruiting the right people will result in financial success and better organizational success. That is why the hiring and induction processes have to be well-structured to select and prepare the best candidates for their new roles. This post examines the steps to accomplish that.
Review The Current Staff Structure
Before bringing in a new employee, it has to be clear-cut what gap they’re going to fill in the company. By reviewing the current staff structure and assigning the tasks that employees should do, it becomes obvious what role the incoming staff is going to fill.
Learn About Anti-Discrimination Laws in Australia
Knowing about laws regarding age discrimination, human rights, disability discrimination, and racial discrimination will help employers avoid bias in their recruitment process. Furthermore, it can help them guard against discriminatory advertising.
Write a Concise and Effective Job Advertisement
The job advert is the ‘first contact’ an employer gets with the outside world. That is why it has to be well-written, clear, and concise to woo the best candidates to apply. It should contain the role description, the qualities in an ideal candidate, the offer (salary, bonuses, work structure), and a call for resumes and cover letters. It should also include reasons why a prospective applicant should work for that company.
Evaluate Applications
The evaluation stage involves screening for qualified applicants that will move on to the next stage. It typically occurs in two stages:
Resume Screening
The resume provides important information about an applicant. The aim of a resume screening is to find out how the experiences of an applicant have prepared them for this current role. Have a list of key criteria relevant to the role. Thereafter, assign scores to each item in the list and sum it up.
Telephone Screening
Telephone screening, sometimes, makes it easier to compare candidates. The call should cover questions regarding the previous experience, and career goals of the applicant, as well as other relevant questions.
After the evaluation stage, top candidates should proceed for interviews.
Interview Shortlisted Candidates
The interview is probably the most important stage of the recruitment process as it gives you a better sense of the personality of the applicant, and how well they fit into the role. Ensure that the interview takes place in a relaxed environment and also prepare good questions that will provide great insight into the applicants.
Do Relevant Background Checks
Many job applicants do lie in the application, that’s why the role of background checks cannot be overemphasized. Some common checks include a national police check online, criminal history checks, credit card history, educational verification, and so on. A reference check is also important to confirm an applicant’s previous work experience.
Make an Offer
After selecting the best candidate(s), quickly make an offer to them. It typically would include the salary, bonuses, leave, and potential start date. Give the candidate a couple of days to consider the offer. They may negotiate some terms and a compromise should be reached where possible.
Notify Unsuccessful Candidates
Never forget to notify unsuccessful candidates. It’s disrespectful and unprofessional not to reply to everyone that applied.
Induct New Staff Members
How the induction process is executed will significantly impact an employee’s perception of the company. That is why it has to be well-structured and effective in getting the new employee ready for their roles. A good induction process should entail:
A mentorship program
A mentor will help guide the new employee in their first steps and also contribute towards proper integration to the company.
Skill-Gap Analysis
The goal of a skill-gap analysis is to discover areas where a new hire needs improvement. He or she should then be trained so they can close that gap. Ultimately, they should be well-equipped to carry out their duties after the probation period is over.
Meet & Greet
A meet & greet should be organized so that the new employee can know the member of a team or department on a more personal level. This helps create better cohesion.
Conclusion
The hiring and induction process is often tedious, but it’s worth it. If done rightly, it helps to ensure that the best candidate is hired and also prepared to make positive contributions in his/her new role.
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