group of professionals with laptops and phones waiting for an interview

5 Tips for Improving Your Hiring Process

Hiring new employees is a critical task for small business owners, but it can take a lot of work and time to find the right person for the job. You have to determine where to post job ads, comb through resumes, interview applicants, and decide who is the best fit for your company. Since your team plays a huge role in your company’s success, consider these five tips for improving your hiring process so you can find top talent.

1. Manage your employer reputation

If you have a reputation as a good employer, people will want to work for you. You can build a strong reputation by regularly responding to employee reviews on sites like Glassdoor, asking your staff to share their experiences with your company culture, and posting videos and pictures of your team on your company’s social media profiles.

People who follow you on social media already know and like your business, so they might be a great employee or know someone who will be the perfect fit. By managing your reputation and sharing your culture across social media, some of your customers may start looking for opportunities to work for you.be attracted to your company as an employer and start seeking opportunities to work for you.

2. Rethink your job posts

A job post is the first impression you make on job seekers. It’s important to make sure your listing is accurate and professional, but also shows your company’s personality.

To attract more job hunters, consider including why someone would want to work for you. Include any perks your company offers, like the ability to work from home, a flexible schedule, or discounts on merchandise. You can also share your company culture. For example, if your company is close-knit, mention the company picnic you throw at the beginning of every summer for your staff and their families.

Then, talk about the job itself. Share any necessary skills and mention the attitude or personality traits that would make someone successful in the position. For example, if you’re hiring a salesperson, you might look for a go-getter who always looks for new opportunities to help the company grow.

At the end of your job listing, don’t forget to tell potential candidates how to apply.

3. Involve your staff

Ask your staff to help you look for a new team member or if they know anyone who would be right for the job. If you end up hiring based on an employee’s recommendation, consider giving them a small gift, such as a few hours off or a gift card to their favorite restaurant, to encourage your team to continue referring great candidates.

You should also consider your current staff any time you have a job opening. There might be someone who is ready for a promotion or would be the perfect fit for the position. You’ll gain a great reputation for employee loyalty if you hire from within whenever it makes sense.

4. Be selective

You don’t have time to interview everyone who applies, so don’t try to. Instead, review each application and separate them into three piles:

  1. Candidates you want to interview.
  2. People that you might want to talk to if you’re not impressed by anyone after your first round of interviews.
  3. Applicants who do not meet your qualifications or would not be a good fit for your company.

After you’ve started your interviews, don’t give into the temptation of hiring quickly because you and your staff feel overwhelmed by your workload. It will pay off in the long run to take your time and be selective. Look someone who fits not only the job, but also your company culture. Otherwise, you could find yourself in a vicious cycle of hiring and firing. Read also: 13 Interview Questions to Ensure a Cultural Fit

5. Keep in touch with candidates

Great candidates can go off the job market pretty quickly, so they aren’t going to sit around and wait for you if you don’t communicate with them regularly. When you’re considering a candidate, keep them posted on the progress until you make your final decision and respond quickly to any questions or concerns. If they’re really interested in your company, they may be willing to wait for you.

After you’ve hired your new team member, create an onboarding process that encourages them to stay with your company. Learn more about how to make a great impression on your new hire during their first 90 days with your small business.