beforeuhire

Determine the need to hire a new employee
The decision to hire a new employee can be the easiest or most difficult part of the hiring process. Quite obviously if you loose an employee, and the position is required for your business to continue to operate, the decision is easy. However, if you company is beginning to rebound as many are right now, this decision can be more challenging. Here are some helpful ideas to make that decision a little easier.
Determine if any existing employees could cover the extra job load, WITHOUT compromising their existing responsibilities. Many employers are considering this option now, but many make the mistake of not reviewing all the needs of the vacant position and placing an unhealthy burden on existing employees
• If you have determined the need to hire, consider whether or not a full-time employee is necessary or if a part-time position could fill the need.
• Don’t forget about outsourcing. I don’t mean to another country, but to an employment agency or even a free-lance individual. This can be an exception way to fill a position.

Determine the Salary/Benefits and Working Conditions
Once again, if this is to fill a position that someone has left, the decision will generally be an easy one. However, when an employee leaves a position it is usually for the following reasons:
• Below average wages
• Lack of autonomy and respect
• No Professional Development or Opportunity for Growth
• Lack of Recognition
• Health Problems/Burnout
• Lack of Job Security
• Poor Management Behavior
• Transportation Expenses
Make sure you’re not setting yourself up for constant turnover by evaluating why the employee left and take steps to correct that for the next employee to fill that position

Decide what resources to use to find candidates
It used to be that placing a Help Wanted ad in the local paper would secure you a good applicant pool from which to fill a position. In recent years however Internet, email and Social Networking have created a whole new way to find the best candidates for the position. When looking to hire, consider the following resources for your applicant pool:
• Facebook – Create an employment section on your Facebook business page. Many people will be able to find out about the position that normally would not. Plus, its FREE.
• Craigslist. This can be a great source, however be very careful about listing your position in such a way that you look like a scammer (see craigslist.org for examples of current scam operations).
• Job Boards. Many of them charge employers to search a job board. This works great if the job board actually has qualified applicants posting resumes.
• Your own website. There is no better place than your own website to post job openings and accept applications. The key is to get the applicants to your website. Using free job posting websites that let you put a link to your site is a great way to generate traffic. So are press releases submitted online.

Review applications and resumes and identify top candidates
Ok, so now you have the applicants and their resumes and applications in front of you. How do you choose the right one? Here are some keys
• Does the applicant have the background to fill the position well
• Does the applicant have a good employment history. Spotty work history and short time jobs shows a negative pattern, while employees that remain on the job 5 or 10 years or more are more likely to be some of the best finds
• Does the employee have the right education or trade history

Interview most qualified candidates, narrow down to top 2 or 3
Once you have identified the top 2 or 3 candidates, go the extra step to verify their background including:
• Criminal background
• Employment history
• Educational history (if applicable)
• Get DMV Driving Records (if employee will do any company driving)

Hire the best Candidate!
Hiring, training and then RETAINING that employee will go a long way to ensuring your business success!