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Www.hiresmarthr.com 5 Steps to a Successful Hire Because hiring someone to do the job right is important.

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Presentation on theme: "Www.hiresmarthr.com 5 Steps to a Successful Hire Because hiring someone to do the job right is important."— Presentation transcript:

1 5 Steps to a Successful Hire Because hiring someone to do the job right is important.

2 The best thing you can do for your organization is to hire the best people. Alan Kearns President, Career Joy

3 Step One: Expectations Clearly define the role (Job Description) Market research: decide what the position is worth Always be succession planning

4 Job Description Title/Department Reports to Overall responsibility Key areas of responsibility Mandatory qualifications Bonus qualifications Logistics: location, timing, equipment, etc. Salary Range

5 Step Two: Market the Position Be realistic yet positive Provide the salary range Attract as many candidates as possible Reach out to your network

6 Step Three: Assess, Assess, Assess!!! 1.Phone screen top applicants. 2.Interview at least three applicants whenever possible. 3.Test for skills. 4.Have a friend or colleague do a 2 nd interview with your finalists. 5.Check references: free reference check form on our website at:

7 Interviewing Make a good impression. Help the applicant feel comfortable. Have interview questions prepared. Provide full job description. Keep first interview under 1 hour. Let candidate know next steps.

8 Step Four: Reference Check Ask candidates for references (preferably in writing) Complete a thorough reference check for EACH reference

9 Step Five: The Job Offer You may make a verbal offer Follow with a formal, written job offer Make sure the probationary period is clear Ask for a decision/sign off within 2- 3 days at most Let other applicants know.

10 Managing Your New Employee In the first three months: Heed the early warning signs and dont keep someone who isnt working out Train for success Reward success Meet regularly to give and receive feedback At the end of the year do not neglect the Performance Review

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