Whether you’re hiring employees for the first time or simply looking to fill open positions, every job post requires the right amount of thought. Getting the hiring process right can lead to a lower turnover rate and finding the best fit for your team.
Before you post a job online, consider what you need, what you want to convey, and what your strategy should be to get in front of the right job seekers.
1. Is there enough work to justify another employee?
Sometimes, you don’t need a full-time employee to get the job done. You might have extra work, but if you analyze the workload, you might find that it can be divvied up among your existing team or you could hire an independent contractor.
Think about how much work the new employee would be doing. Would it cover a full workweek? Weighing your options before jumping into hiring can save you unnecessary labor costs.
2. How much will an employee cost me in total?
If you’re hiring an employee for the first time, the total cost might surprise you. While it’s difficult to pinpoint an exact number, the average cost to hire an employee is $4,129 — or six weeks of pay for a $15 per hour job — according to a Society for Human Resource Management study.
The benefits of having a solid team behind you will outweigh the additional costs, but you’ll need to budget accordingly. Take a look at our article on how much it costs to hire an employee for more details.
3. How quickly do I need to fill the position?
Perhaps the most important factor in the hiring process is your timeline. Is your open position critical to the day-to-day success of your business, or are you willing to wait as long as it takes to find the right match?
The answer to this question determines how active your recruiting efforts will be, how strict you’ll be about job requirements, and how quickly you’ll need to respond to candidates.
4. Can I use my current connections?
If you’re looking for a new hire to fill a more senior position, look within your team first. Promoting an existing team member reinforces happiness among your team and improves the trust you’ve likely worked to implement into your workplace culture.
You can’t always promote to fill an open role, but you can look to your team for suggestions on who to hire. Referrals are a great way to start the hunt for new employees because they’re likely to recommend people who fit your current culture.
They can also post to their social media accounts about the position, giving you access to a wide network of their peers.
5. What brand message do I want to convey?
What’s unique about your company’s brand, goals, and values? Showcasing this in your job post will help you stand out as a place they could be loyal to. If you value a laid-back atmosphere, use language that gets the message across. Does your culture include a lot of problem-solving? Portray that through analytical pre-screener questions.
Tailoring your description to a specific message will help attract the right fit for your team.
6. What are your team’s past and current weaknesses?
Bringing in new employees is a great opportunity to improve, so take the time to look at what skills your team could build on and look for someone who either already has those skills or shows the potential to acquire them during training.
Ask your team what kind of soft skills they think would make them more cohesive and add them to your list of requirements.
7. How will I score resumes and applications?
As you build your job description, create a plan for how you’re going to weigh factors like experience, qualifications, and pre-screener questions. Developing a scoring strategy will help you sift through applicants easier and more efficiently.
If you need more help finding top talent for your team, get started with Homebase hiring. We’ll post your job description on the leading sites and help you find the perfect candidate. We’ll even streamline the onboarding process by sending your new hires a digital packet including all the necessary forms.