You’re most likely no stranger to hiring employees. However as you look to fill new positions that you created in order to follow post-coronavirus guidelines, or replace employees that found other work, you’ll need to adapt to a few new hiring best practices for our “new normal.” 

In this article we’ll cover a few hiring best practices you should consider implementing in the future. We’ll also go over some general tips and helpful forms you’ll need to get the job done. 

Remember, this is not official legal advice. If you have any questions or concerns about hiring employees, it’s best to consult a lawyer. 

New hiring best practices to implement

Go virtual

Today’s recruitment processes should be as contactless as possible. Having a plan and the right technology installed is key to conducting successful interview, training and onboarding, experiences.

If you don’t already have an online program that can help with all of these buckets, find one. Your candidates have most likely gotten pretty comfortable with doing everything virtually. Make a point to show that you’ve kept up with the times and can adapt will attract top talent. 

Start looking now 

Waiting until you’re fully reopened to begin your hiring process and fill empty roles will result in lost time and missed opportunities. Hold initial interviews online, check references on potential new hires, and line up a list of the best candidates. This way when you make moves toward fully reopening, you’ll be able to focus on conducting final interviews and job offers. 

Revamp your benefits package 

The coronavirus pandemic has cast a new light on which benefits and really matter—including sick leave policies, health coverage, and any other wellness-related offerings. 

Job seekers have had time to think about what they need in terms of benefits and offering the right package could be the deciding factor between your business and a position elsewhere. A good hiring best practice to think about is your benefit offerings. Take a look at what you currently offer and determine if you can afford to make any improvements. 

Allow remote work where possible 

Another workforce factor put in the spotlight due to the coronavirus is that more employees are capable of remaining productive at home than some might have thought. The adaptation may result in a new wave of remote work across many industries in the future. 

If you have a position that could fit in this category, highlight this when looking for candidates.  The flexibility is yet another way to show you’re willing to adapt as a business, which will again attract top talent. 

Adapt your HR policies 

Allowing employees to work from home means you should have a related policy in place. Set your expectations beforehand and clearly lay this out so candidates can see what “working from home” means to your business. 

Here are a few questions to consider answering when building your policy: 

  • What is the proper communication cadence? 
  • What are the working hours? 
  • How will this affect pay? 
  • What is expected of employees? 

Hiring best practices to remember

Write a meaningful job post 

A hastily written job post benefits no one. Inadequate job postings can result in under-qualified applicants. And the right applicant may be overlooked because they did not highlight their more relevant work experiences on their application.

Instead, write a job description that contains your minimum requirements for the role. This will reduce the number of applicants who don’t meet your needs and boost the amount of applicants  who have work experience relevant to your open position. 

Check out our blog on how to write a job post that actually works to learn more, or better yet, learn how to use the pre-written job descriptions on Homebase Hiring.

Conduct a proper interview  

Once you’ve found great candidates to interview, the next step is to draft a list of questions. Be careful, there are several laws around what you can and cannot ask during an interview in order to prevent discrimination. 

Learn about the do’s and don’ts of interview questions in our blog about acceptable and unacceptable inquiries during the process. 

Hire minors the right way 

A chunk of candidates currently looking for jobs include minors on the hunt for a summer position. While it’s great to have an influx of eager workers coming in when you need them the most, things get a bit more complex and strict when it comes to child labor laws.

We laid out the most important laws and regulations when hiring minors for the summer. Take a look at the blog and get informed on the biggest factors to consider. 

Consider workplace culture in hiring decision

A candidate’s ability to fit into the culture you’ve worked hard to cultivate among your team is arguable just as important as their qualifications. When you put too much weight on a candidate’s qualifications, you might overlook other key personality traits.

Use our blogs to learn how to look for the right cultural fit for a restaurant, as well as how to find someone with the best personality traits for a manager position.