Hiring to Last

Step One: Getting Started

To begin the hiring process, you need to ask yourself two basic questions: “What does someone need to be successful in this position?” and “What type of person do I work well with?” The first question becomes the job description, with clearly defined knowledge, skills and abilities. The second question is how you are going to distinguish everyone who thinks they have the answer to the first.

Ensuring that they fit with your company, especially a small firm with a distinct culture, is just as important as their background. For example, someone who works for a large firm may have the experience required, but they also need to be able to thrive with fewer resources and handle more tasks, or they will not last.

Step Two Attracting Qualified People

If your budget prevents you from using executive search firms (which ask for 20% to 25% of the first year’s salary), employee referrals are usually the best source of candidates (except retail positions, where collusion can increase theft). Otherwise, you are left with job boards, and not all job boards were created equal. When deciding where to post a job, it is important to remember that larger job boards tend to attract entry-level and mid-career candidates. Niche websites and trade associations attract specialized and more senior-level applicants.

Step Three: Screening the Résumé
 
When screening résumés, employers tend to “sort people out,” but résumés should be used to sort people in. Unless they have the job skills and experience you need, they should not be contacted. Many managers rush to fill a vacant position. It is important to move quickly to look for candidates, but do not hire out of desperation. If you do, you may turn around in three months and wonder why you hired this person.

Step Four: Conduct a Phone Interview First

Once you are armed with at least 10 résumés, it is time to start phone screening. Remember that many candidates exaggerate or withhold details on résumés, so calling is the most powerful antidote you have. It will save you much effort, before you describe the position, and before they come in for an interview, to ask: