How many new hires do you need? Do you need someone part time or full time? Can you offer training, or should they have experience? How soon do you need them to start? Understanding exactly what you are trying to accomplish, and what you need in order to do so, will help you nd the candidate who’s the right t.

1 Establish the need

Hold a meeting with everyone who will be involved: the HR or hiring manager, an external recruiter, the position’s supervisor. Clarify each person’s role and needs, and set deadlines to keep the team working smoothly.

2 Set up a recruiting strategy

The job description should be detailed and enticing. The more information the better. This will help rule out unqualied candidates as well as those who may not be willing to perform required tasks.

3 Create the job description

Hiring from within is often the easiest way to nd the most qualied candidate. Send emails to notify your employees about the open position, or post a notice in your employee common area. Referrals from current employees often offer a trustworthy source and can accelerate your hiring process.

4 Post the job internally

Social media pages, university career centers, and trade organizations are great places to start. This will likely generate more applicants than you were expecting. Establish email lters to send applications to a central folder, and designate an employee who is responsible for initially reviewing applications.

5 Post the job externally

Start with resumes. Provide a checklist of essentials to the staff conducting the rst review - if a resume lacks requirements, they’re out. Follow up with short phone calls asking the remaining candidates questions that can quickly rule them out, such as salary requirements. Utilize online employment screening tests to eliminate candidates without the necessary skills or knowledge.

6 Pre-screen candidates

Choose only the most qualied candidates to bring in for interviews. Consider group interviews, especially if the position involves team projects, customer service, or other tasks that require strong interpersonal skills. You’ll quickly be able to identify which candidates naturally demonstrate self-condence and leadership. Be sure to check references for a better understanding of their backgrounds and skills.

7 Schedule interviews

It may be tempting to wrap up your hiring in one fell swoop, but hiring in 2 or 3 rounds is more effective. New employees will train in small groups, making it easier for you to monitor their progress and help them assimilate with your existing staff. And if any new hires bail in the early stages, you’ll have the opportunity to replace them in the next round of hiring.

8 Hire in batches

If improperly executed, hiring an employee can waste company time and money. Now consider how that cost multiplies when companies hire large batches of employees.

Whenever you find yourself facing multiple, concurrent hires, plan your attack and stay organized with the following checklist:

Multiple Hires: Advice to Guarantee Success

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