A new hire can be a huge investment for any company. Even if you’re hiring only one person, it can cost thousands of dollars in time and resources to bring someone on board. And if you’re hiring multiple people at once at a time when your business is growing rapidly, then all the more reason to make sure you have everything covered before bringing someone on as an employee.
This article will be discussed some of the things most companies need to do when they hire a new employee into their organization.
1. Decide on the Best Way to Source Candidates
The first step in the hiring process is deciding on the best way to source candidates. There are a variety of ways to do this, including:
- Posting the job on a job board. This can be done through sites like Monster or Indeed, as well as niche sites that cater directly to your industry and geographic location.
- Searching for candidates on LinkedIn. You can search for potential employees by their title or company name, or use keywords related to your open position to find suitable applicants in your network.
- Using a recruiting agency will save you time during the screening process by providing background checks on all applicants before they even meet with you in person and with so many qualified professionals at its disposal, there’s no reason not to take advantage of these services.
2. Create a Strong Job Description
Create a strong job description including the job title and description and let applicants know what they can expect to do in this role, and what you’re expecting them to do daily. This will help them decide whether or not they’d like to apply for the position.
Also, include the job requirements. These are specific skills, education levels, and experience that would make your ideal candidate stand out from all other applicants who meet all other requirements of this position including those who have less experience than you might have been hoping for.
Remember, hiring someone without all of these qualifications is okay if they demonstrate that they’re ready for this kind of work during their interviews (and especially during their performance reviews). And list out each responsibility within each task listed above so everyone involved knows exactly what needs to be done when it needs to be done most urgently.
3. Check Their Work License
Another thing you need to do when hiring a new employee is to check their work licence and make sure that they have all the proper documentation. You might think this is a simple process and that it would be easy to do, but with so many variations on work visas available, it can be quite complicated. This is why you and your company need to understand exactly what kind of work visa your new hire needs for them to legally work at your company.
You’ll also want to make sure the right people are handling all of the details related to their application so that everything goes smoothly from start (when they apply) through the finish (when they get hired).
4. Brainstorm Interview Questions with Your Team
As a manager, it’s your responsibility to ask the right questions during interviews. The interview is your chance to get to know the candidate both professionally and personally. It’s also an opportunity for them to see if they want to work with you and your team.
So before you start interviewing candidates, sit down with your hiring manager or director and brainstorm some questions that will help both of you understand:
- The person’s skills, experience, and personality
- Their work style
- How well they communicate
5. Prepare an Objective Rubric
A rubric is simply a tool that helps you measure employee performance. It can be used to evaluate everything from their skills and qualifications to how closely they fit your company’s culture. You should begin by listing the qualities you are looking for in an employee, then explain how those qualities will be demonstrated during interviews or on the job.
- Qualities: This is where you list your desired traits; for example, “excellent communication skills” or “ability to work well with others.”
- Demonstrations: Next comes the part where you specify exactly what these qualities look like when demonstrated by applicants or new hires how do they communicate? What kind of relationships do they form? How do they interact with other employees? Here’s an example of one I’ve used before: “Communication skills demonstrated during interviews include eye contact, smiling while speaking directly into the interviewer’s eyes, and nodding along as appropriate while listening attentively.
6. Extend a Formal Offer in Writing
When you have decided that the candidate is a good fit and you want to make an offer, you must extend a formal offer in writing. The written offer includes all of the terms of employment, including salary and benefits.
The offer should include:
- Employment start date/Starting salary
- Vacation time (in weeks or days)
- Benefits information (health insurance coverage, etc.)
It is important to ensure that everything included in this document is legally binding and enforceable. Your lawyer can help with this step if necessary.
7. Write a Legit Legal Contract
The importance of having a contract is paramount. A well-written contract will outline the expectations for both parties involved, including how problems will be resolved, what happens if one party terminates the agreement, and more.
You need to make sure that your interests are taken care of as well as those of your employees. It would be wise to work with a professional attorney such as Rob Latton Barrister who can review your contracts before you put them into practice.
A good starting point would be writing down what kind of employment arrangement (e.g., full-time or freelance) is being created between yourself and this individual as well as when their employment will start (date/month).
Then we move on to discussing payment: How much will they get paid? Are taxes included in their earnings? How often do they get paid? These questions should all be answered clearly within any contractual agreement between yourself and this person so there aren’t any misunderstandings later on down the road when things go awry.
Conclusion
Hope these tips helped you to figure out what to do when hiring a new employee. Remember that hiring is a process, and you should never rush it. The right person will come along when they’re meant to, so don’t be afraid to take your time.