Selecting the best possible staff is one of the biggest responsibilities in any business. How do you ensure that you are using your time well and hiring only the best people for the job?
The hiring process begins when you realize that you have a position to fill. So does your chance to screen the candidates.
Before you place your ad in the Help Wanted section, take the time to sit down and plan it out. Know exactly what position or positions you are trying to fill, and have a good idea of what candidates you are trying to attract to fill it. By taking the time to plan your advertisement, you will be able to make sure that your ad does everything you need it to.
A great ad will be structured as an opportunity – a chance to be a part of a great team or the first steps along a path to achievement.
Whether you are looking to hire a new manager or a dishwasher, your ad should include a detailed job description. Though you will be showing the position as an opportunity, it is important to be clear about what the job responsibilities are.
And, a great ad should also provide your first chance to see whether the candidate will be able to follow directions: include in the ad a specific time frame for applicants to call for more information.
If you have asked applicants to call between 11am and 3pm on specific days, you will know when the calls come in whether or not the candidate is able to follow simple instructions. If the phone starts ringing at eight in the morning with people asking about the job, though they may be eager they may not be your best bet for filling the position.
However, during the hours that you have set aside, you should be prepared to ask questions as well as answer them. Listen to the person calling, answer some job related questions, but also be prepared to guide the conversation.
One way of taking the lead on the call is to ask some or all of the following questions:
- Are you looking for part-time or full-time work?
- Are you a morning person or a night person?
- Do you participate in a lot of activities that have you in a bit of a set schedule?
- Do you have reliable transportation?
If the answers given are in line with what you are looking for, schedule a time for the candidate to come in to fill out an application for the job. This will be your second opportunity to screen the prospective employees.
For each applicant that comes in to fill out an application, take an inventory of the following:
- Did the person come in on time or a few minutes before the set time? If he or she arrived late, it may be an indication that timeliness and adhering to a schedule is a problem.
- Was he or she prepared? Did the person bring a pen for filling out the application? Was he or she able to provide all the information that was requested on your form? If the candidates know that they are coming in to fill out an application, they should be able to provide details about previous employment and references.
- How was the person dressed when they came in? Keep in mind that they are trying to leave a good impression at this point. Someone who comes in looking ragged may have trouble conforming to a professional appearance.
- Was the person comfortable making good eye contact during your conversation? This can indicate the person's self-confidence.
- Was the candidate articulate? This is extremely important if the position involves interaction with your customers.
By following this guideline, you will have multiple points of reference for each candidate well-before the interview is scheduled. That way, you'll be sure that each person you are interviewing is someone you are sure that you would be interested in hiring.
