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Hiring Someone in 8 Steps

Keep during the process of recruitment into account the application code. This is a package of guidelines to ensure that applicants are treated properly. With these guidelines in mind, you take the following steps when hiring new staff.

Hiring new staff in 8 steps:

1. Create a job profile

First you determine what kind of employee you need. You prepare a job profile for this. Also called a job description. On the basis of this job profile you can more easily determine whether an employee fits your company and the job.

You should include a summary of the job profile in the personnel advertisement or vacancy (see step 2). You can also use the job profile well for the letter selection and the job interview (steps 3 and 4).

What exactly do you put in a job profile? Read the article Creating a job profile, that's how you do it.

2. Post a vacancy

To attract the right candidates it's important to write a good job advertisement. Also called a vacancy (text). The text of a job advertisement is specific, short and powerful.

If you have written a good job advertisement, you'll place it. True? Of course on your own website (if you have one) and through social media such as LinkedIn, Twitter and Facebook. But from your own accounts and website you may not have the desired range.

Post your vacancy on vacancy websites such as Indeed, Jobbird, Nationalevacaturebank and Monsterboard. To search more specifically, you can also recruit through branch or regional job sites. And also think of word of mouth, an old-fashioned A4 on your premises or a sticker on your company car. Still works.

View these 10 tips for a good online vacancy text.

3. Assessment of application letter and CV

And then the reactions flow in. Hopefully. How do you make a good selection? Read 5 tips for reviewing application letter and resume. This helps you to structure and not to make hasty decisions. For example, it's smart to involve several people in the assessment of the application letters and to do a reference check.

Also look critically at signals that an applicant isn't suitable. Consider turning-offs such as a standard letter, language errors and an inexplicable gap in the CV. You can neatly reject the applicants who lose weight based on this (see step 7).

Tip

Do you want to know more about a candidate? This can be done through screening. You then check whether the identity of an applicant is correct, whether he really has the right diplomas and has no bad reputation or even a criminal record. How? Read the article Screening of staff, that's how it works.

4. Conduct an interview

If you have selected suitable candidates, you invite them for an interview. You can choose whether you conduct multiple job interviews or selection interviews. This is advisable. For example, you can do a first round in which five candidates come for an interview with one or two of your responsible employees (department managers, for example). They then do the first selection.

Then you do another round of interviews in which you, as the person ultimately responsible, get the two or three best candidates on interview. You can even enter a third conversation round if needed. But how do you conduct a good job interview? Read this article with 7 specific questions that you can ask.

Tip

Don't decide too quickly and don't rely on your feelings too much. A hard lesson for many entrepreneurs is hiring the wrong person. First have someone prove whether he fits within your company. Give a test assignment or let him do an internship for a while, if possible. Also read the article about 5 pitfalls during selection interviews.

5. Assessment of applicants

After the interviews, it's smart to test your findings. You usually do this with the other person or persons who have also interviewed the applicants. Together you go around the table and cut the knot. You can already think in advance about the criteria that you set in this phase.

Take another critical look at each other: does this person fit within the stated job profile? Does he have the right qualifications and experience? Did he make a good impression during the conversation?

6. Terms of employment interview

Invite the best candidate for an employment conditions interview. Prepare well for this. Determine what an appropriate salary is and what secondary employment conditions you can offer. View these points for attention during the employment conditions interview.

If you can't figure it out in this phase, see if another candidate was suitable for the position. Invite him for an employment conditions interview.

7. Feedback

Now that you have made a choice, you inform the candidates about the result. Don't just focus on the applicant that you have hired. You must also inform the candidates that have dropped out. Read the article about this neatly rejecting an applicant, that's how you do it. You usually reject most candidates after reviewing the application letters and CVs (step 3). Inform the candidates who came for an interview as soon as you're sure that they will not get the position.

If you mention a reason for rejection you must pay attention. In most cases you may not reject someone because of age, health, pregnancy, language, origin or religion. Read more about these 6 prohibited reasons for rejecting an applicant.

8. Accept

You can now proceed with the 'paperwork'. Draw up an employment contract based on the agreements from the employment conditions interview.

Congratulations! You have a new employee.

Prepare the workplace and arrange any other terms and conditions of employment. Then start training your brand new staff member.

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