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How to Hire Employees
 

How to Hire Employees

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Entrepreneurs know that hiring great employees is the key to success, but few invest in the hiring process. As a result, small business owners waste tons of time on hiring the wrong people or hiring ...

Entrepreneurs know that hiring great employees is the key to success, but few invest in the hiring process. As a result, small business owners waste tons of time on hiring the wrong people or hiring the right people the wrong way. Investing in the hiring process is a worthwhile use of your time. It may be the single most important action you take for your business.


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    How to Hire Employees How to Hire Employees Presentation Transcript

    • How to Hire Employees Virginia Ginsburg, MBA
    • The Problem You know that hiring great people is the key to success, but you feel you don’t have time to invest in the hiring process.
    • The Reality You will waste tons of time on hiring the wrong people or hiring the right people the wrong way. Investing in the hiring process is a worthwhile use of your time. It may be the single most important action you take for your business.
    • How to Hire Step 1: Research 1. Figure out what you need someone to do – what “holes” need filling? 2. Figure out an appropriate title for the role. 3. Search online for job descriptions that cover what you’re looking for. 4. Search online for salary information pertinent to the role for which you’re hiring.
    • How to Hire Step 2: Job Description 1. Write a job description. 2. Run your job description through at least one outside advisor who knows something about hiring people.
    • How to Hire Step 3: Reach Out 1. Send the job description to everyone you know, including your employees, advisors, and members of your network. 2. Post the job in the appropriate online resource such as Craigslist, LinkedIn, etc.
    • How to Hire Step 4: Sort 1. You should get tons of job applications. Sort them into 3 piles: a) Definitely b) Maybe c) No Way
    • How to Hire Step 5: Email Interviews 1. Hopefully, you have at least 10 people in the “Yes” pile. If you need to, pull a few from the “Maybe” pile. Try to get at least 6 candidates, and no more than 12 whom you want to evaluate further. 2. Develop an email questionnaire containing 4-6 questions that will help you whittle your top candidates down further. Give them a response deadline. 3. Expect about 50% of candidates to not even respond to your email, which tells you something important.
    • How to Hire Step 6: Phone Interviews 1. You should have 2-5 candidates that rise to the top after the email interviews. 2. Schedule phone interviews with them. Try to make them all on the same day or spread over no more than 2 days to keep the candidates fresh in your mind. 3. Create a list of questions, and make sure you ask all candidates the same questions. Write down notes as you conduct the interviews.
    • How to Hire Step 7: References 1. Take the top phone candidates and request references. 2. Create a basic list of 2-3 questions to ask each reference. 3. Speak on the phone with at least 2 references who have directly worked with your candidates. These calls should take less than 10 minutes. 4. Listen for the energy behind their answers. Does the reference seem to genuinely like and respect the candidate?
    • How to Hire Step 8: In-Person Interviews 1. You should have 1-3 candidates that rise to the top after the phone interviews. 2. Schedule in-person interviews with them. Try to make them all on the same day or spread over no more than 2 days to keep the candidates fresh in your mind. 3. Keep this interview more casual. You have done the heavy lifting on their qualifications. Now you want to see which candidate will make the best culture fit.
    • How to Hire Step 9: Make an Offer 1. Hopefully one of your candidates seems like a great fit. Make an offer, and negotiate to make the hire a win-win for both of you.
    • CONGRATULATIONS! You just made a solid hire!
    • Virginia Ginsburg, MBA Tel: (310) 453-7008 Email: vginsburg@SwellStrategies.com