Step-by-Step Checklist for Hiring a New Employee

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Hiring a new employee can be time-consuming, stressful, and expensive, but it’s one of the most important things you can do in your business. Your employees will help your business boost its profits, and they might even be the face of the company for customers or clients. You have a lot at stake in the hiring process, because a bad employee can hurt your profits and your reputation.

But if you do the right planning and employ the right methods (no pun intended), you can breeze through the hiring process in the fastest and least expensive way, while also finding the best employees for your company. Here’s a step-by-step checklist on how to hire a new employee.

Make a Listing
The first thing you’ll need to do to hire a new employee is to make a job listing. You can post physical job listings at different locations around town (local coffee shops usually have boards on which you can post such advertisements), or you can post listings online.

Online job listings are undoubtedly the most popular way for people to find jobs these days, thanks to online job boards like Monster.com. They’re a great resource to use because they can expose your listing to thousands of people. These websites are also able to weed out applicants that clearly don’t have the minimum qualifications, and they’re also able to use automated algorithms to identify the resumes that are best for you to review. You can save a lot of time by using online job boards, and you’ll also be able to garner a large pool of applicants. If you’re a small business, you can increase your visibility by using SEO tactics on your listing.

When you’re writing a job listing, be sure not to over-exaggerate any of the characteristics of the job, and be honest about what the job entails. If an employee gets hired and finds out the job is not what you advertised it to be, they’ll probably quit—and you’ll have wasted valuable time and money.

Conduct Interviews
When you’ve collected a sizable amount of applications, read through them and identify the applicants who might be the best fit at your business. Then you can conduct interviews to learn more about each applicant. If you received a massive amount of job applications and you want to interview many of the applicants, you might want to consider doing phone interviews, first. Phone interviews are easier to schedule, so you’re able to interview a larger number of employees in less time.

Regardless of what you choose to do, your in-person interviews are undoubtedly the most important ones, and they’ll shed the most light on your job prospects. Your interview questions should help to give you an understanding of each prospect’s strengths, weaknesses, and overall suitability for the job. Obviously, each candidate should come in professional dress—if anyone shows up in casual clothing, you shouldn’t consider them for the job.

How do you know an employee is the right one of your business? Most of the time, it’s a gut-instinct. Don’t settle for employees who merely did a good interview. You want to be “wowed” by their interview.

Run Background Checks
Once you’ve found job prospects you want to hire, you’ll need to run background checks on them. Don’t skip this step! Even if you’re confident that someone has a squeaky-clean history, you should always, always, always run a background check before you finalize the hiring.

Background checks will tell you whether or not a prospective employee has a criminal history. Obviously, you might not want to hire someone who has been arrested for violent crimes or theft. You should also conduct an identity check, which will tell you whether or not someone is who they say they are. Typically, you can run background checks and identity checks simultaneously.

Start Onboarding
You can begin onboarding when your job prospect has cleared the background check! Make sure you have your prospect sign paperwork as soon as possible, and be sure to collect his or her bank account information so you can get their direct deposit set up. If you’re hiring multiple employees, try and make the most out of your time and resources by having them onboard together.

And now you’re ready to start hiring! Remember: the faster you hire, the more money you’ll save. But be patient as long as you can—you should never hire a poor employee out of desperation to fill a position. But if you efficiently navigate each step, you’ll easily overcome the struggle of the hiring process.

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