5 Steps for Hiring a New Employee

Whether you are opening a new business or managing your existing company, hiring new employees is never easy. To help make the process a bit simpler, we’ve broken down the five key steps to hire an employee.

1. Define the job, the position’s roles, and your expectations for the employee.
To get started, clearly define the job, its responsibilities, and the salary range. If the position currently exists within your company, review its current duties and decide if you would like to make any adjustments. Research similar positions’ job postings online to make sure you’re including all key areas.

Set specific expectations for the future employee, and create a document outlining the position’s key result areas (KRAs). Dave Ramsey’s book EntreLeadership does a great job of helping you through this process, and his blog offers examples of KRAs.

2. Advertise the opening.
Now that you know exactly what you want from the employee, write the job posting and spread the word. The Perryton Herald and the local radio stations are great places to advertise the opening. You can also post it on online job sites. Universities and trade schools also can be valuable places to find applicants if you’re looking for someone with specific training or education.

Post the job opening on your company’s website and social media sites. LinkedIn and Twitter can be especially good for this. Share the job posting on your personal Facebook and social media pages as well.

And don’t forget to ask your current employees if they can recommend anyone for the position. Oftentimes, they can be your most powerful recruitment tools.

3. Review the applicants.
Evaluate the resumes, cover letters, and/or applications you received. If you have applications on file from prospective employees’ inquiries or from previous job postings, include those in your evaluation as well.

4. Conduct interviews.
To save time, do short preliminary phone interviews. Then, schedule and conduct in-person interviews for those you are most interested in hiring. At the interview, have the applicants review the KRAs and written job description, so they’ll know what’s expected.

Check references and perform the appropriate background checks for those you’re still considering.

If it’s a higher-level position within the company, conduct a follow-up interview, perhaps in a more casual setting (like over lunch with a couple of the key employees the new employee would work with), to make sure the new hire would be a good fit for your company culture.

5. Determine the best fit.
Taking into consideration your prioritized qualifications, determine the best fit for your company. Consider the applicants’ technical skills and experience, their personalities (Will he/she work well with customers and fellow employees?), and their talent/potential.

Once you’ve made your decision, you can inform the applicant and finalize the salary and conditions of your offer. Extend an offer letter for him/her to sign. At this time, have him/her sign any other necessary forms like a non-compete and/or nondisclosure agreement, if applicable.

Don’t forget to thank the other applicants for their interest and let them know the position has been filled.


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