Is an inconsistent hiring process allowing bad or crazy employees to get in? To prevent bad hires, it’s important to be consistent with your hiring process. Here is a sample hiring process to guide you in making your own standardized hiring process.
1) Write a job description
- Be as specific as possible with hours, salary, complete job functions, PTO, on call and anything else important about the job. The more specific the better.
2) Pre-screen potential candidates over the phone
- Start the hiring process with a quick “get-to-know-you” phone call. Your objective here is to mainly listen and ask a few questions. It’s a great way to weed out the crazies and sniff out the winners. This initial phone will also give you a chance to determine the candidate’s experience level, credentials and licensing.
3) Do they “light up” about the position?
- The in-depth interview will give you a chance to assess their personality, relevant skills learned, and motivations for applying for the position. Do they light up when they talk about the position? If they’re just looking for a paycheck, they’ll never be satisfied with any position.
4) DISC personality test
- Certain personalities may thrive in one work environment but struggle greatly in another. Taking a personality test will determine whether or not the candidate will fit best in the specific position they are interested in.
5) Reference Check
- How do the candidate’s supervisors and co-workers describe his or her work ethic and relevant skills?
6) Extensive background check
- Be very thorough in your background checks and use a professional agency if possible.
7) Make an offer
- Your work is finished. The ball is now in the candidate’s court!
1) Write a job description
- Be as specific as possible with hours, salary, complete job functions, PTO, on call and anything else important about the job. The more specific the better.
2) Pre-screen potential candidates over the phone
- Start the hiring process with a quick “get-to-know-you” phone call. Your objective here is to mainly listen and ask a few questions. It’s a great way to weed out the crazies and sniff out the winners. This initial phone will also give you a chance to determine the candidate’s experience level, credentials and licensing.
3) Do they “light up” about the position?
- The in-depth interview will give you a chance to assess their personality, relevant skills learned, and motivations for applying for the position. Do they light up when they talk about the position? If they’re just looking for a paycheck, they’ll never be satisfied with any position.
4) DISC personality test
- Certain personalities may thrive in one work environment but struggle greatly in another. Taking a personality test will determine whether or not the candidate will fit best in the specific position they are interested in.
5) Reference Check
- How do the candidate’s supervisors and co-workers describe his or her work ethic and relevant skills?
6) Extensive background check
- Be very thorough in your background checks and use a professional agency if possible.
7) Make an offer
- Your work is finished. The ball is now in the candidate’s court!
RSS Feed
