The Ultimate Guide for Hiring a New Employee: 5 Tips to Speed Up the Process

Are you overwhelmed at work but too busy to go through the process of hiring a new employee? It’s probably the last thing on your mind if you’re preoccupied with management duties, meeting with clients, etc.

However, trust us when we say that more help at work will make a huge difference. The right new hire can provide you with all kinds of benefits, including:

Freeing up time for you to focus on more important tasks.
Bring your business new perspective and ideas.
Bring a new set of skills that your crew may have been lacking previously.

Instead of resisting the process, check out this guide with five ways to increase how fast you hire. Whether this is your first time, your fifteenth, or your hundredth, you should follow these steps:

1. Run a Background Check

You want to know who you will be hiring right? The first step is to verify that their resume and accomplishments are accurate. This pre-employment screening ensures that you keep your customers, your business, and your employees safe.

The restrictions and requirements of background checks can vary from state to state, so it helps to be aware of the different types of background checks. Otherwise, you could choose a background check that takes way longer than necessary because it includes services you don’t need.

2. Carefully Choose the Job Posting Title

You want the job title to be highly clickable to attract the most qualified applicants. You should post something that is concise and clear so that it will rank higher in searches and attract more candidates.

Buzzwords that you should avoid are anything that a bad candidate would search themselves, such as “Rockstar” or “wizard.” You want to create a listing that sounds professional, so that the most experienced, qualified, and savvy people reply with an application.

Aim for job titles under 80 characters long to receive the most clicks.

3. Ensure the Description Stands Out

You should model your job descriptions after larger companies, and especially competitors. However, you also want to be personal and invite the candidate in with your choice of words.

Put yourself in the shoes of your idea candidate – what would you search for? Inject popular, stand-out words into this description to ensure maximum visibility. You also want to include an accurate listing of the requirements and responsibilities of the position.

4. Interview the Top Candidates

Start of your interview process with a quick under 15-minute phone call to check that the person you’re contacting meets the basic requirements for your job listing. This also gives you a first glance at whether or not the candidate feels like a mutual fit.

After the phone call screening, invite a minimum of three of your top candidates to an in-person meeting. Make a list of strategic questions beforehand that will reveal their qualifications and skills.

Here are a few starting points:

What makes you interested in this company?
What are your strengths?
What is your ideal work environment?

5. Keep Your Process Organized

If you’re hiring multiple people for various positions and are dealing with dozens of applicants, it is easy to get overwhelmed. Make sure your recruitment efforts are highly organized to ensure that each step along the way goes as smoothly as possible.

Take detailed notes of each candidate’s strengths, weaknesses, outfits, and personality characteristics. Otherwise, the names and faces may blend together after enough interviews.

Expanding Your Team’s Benefits

Hiring new team members offers a new opportunity to grow your company’s capacity, brand recognition, revenue, and loyalty.

Your onboarding process will be your employee’s first experience at your company, so follow these steps to create the best first impression. Write informative and personal descriptions, keep interviews natural with prepared questions, and organize your notes on each applicant!

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Claude Monet

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