7 tips for first-time hirers
Hiring for the first time can feel daunting. From writing ads and finding candidates to interviewing and onboarding, there’s a lot to manage – and it’s often on top of your day-to-day work.
If it’s the first time you’ve ever had to manage recruitment for a role, here are some important things to consider to help you find the right talent.
Plan ahead Being proactive about hiring for your future needs sets you up for success, says Michael Berger, Director of Talent Blueprint. “If you want to scale a business and hire, a reactive hiring process is filled with stress and pain because you’re in a rush. That’s when mistakes are made.” Instead, he suggests having a hiring plan that is broken into blocks of time, such as three or six months. This way, you’re prepared for when it comes time to hire and can set aside enough resources.
Get clarity on what you’re looking for It’s essential to know what exactly you’re looking for before you go out to market for candidates. Kristine Tuazon, Director of Good People HR, suggests mapping out the specifics of the role and type of candidate you’re seeking. “A common pitfall is when people kind of know what they want, but it's not super clear. Then they hire someone and they’re not the right fit. You've just spent this time and effort on ads or a recruitment agency, only for them to leave,” she says. Start with the end in mind, Tuazon advises, and break down what you’re looking for, including the skills, salary band and how you’re going to find candidates – for example, if you’ll hire on your own or use professional help, like a recruiter.
Sell the role – and your company Advertising the role is about more than just listing the competencies required. Berger says that writing a compelling job ad is about painting a picture of the opportunity and what makes your business a great place to work. “Talk about the business and the opportunity, rather than the nuts and bolts of a HR document. That’s where lots of people go wrong,” he says. “Write an advertisement that appeals to the type of person you want, including values and principles.”
Don’t rush it Don’t rush the process, says Tuazon. “Take your time, and if you’re not sure about a candidate, don’t feel as if it has to be done quickly.” This means allowing plenty of time to interview different candidates and compare how their talents and skills fit the role. That said, Berger says it’s critical to be responsive and move quickly to set up a chat if a promising application comes through. “What you don’t want is someone waiting around for three days after they’ve put in an application. If someone fits the criteria you’re looking for, that you’ve planned out, get them on the phone for a screening call as soon as you can,” he advises.
Ask the right questions Be sure to map out the right kind of questions to assess what you’re looking for. For an initial screening call, Berger says there’s no need for deep, analytical HR questions. “You’re just gauging their situation and establishing what they’re looking for, including salary, to see if you’re on the same page,” he advises. Once someone progresses to a formal interview, Berger suggests using behavioural questions to understand a candidate’s principles and values, and how they react to common scenarios expected in the role.
Do your due diligence When you find a candidate you’d like to hire, make sure to still take the time for reference checks and other due diligence. Tuazon says asking questions about key values and behaviours during these checks reveals valuable information. This includes simple things such as:
Is the candidate reliable?
Do they get along with others?
Why did they leave their last role?
Begin onboarding before they start Sometimes, employers go radio silent after a candidate signs the contract. But this time, after signing and before they’re onboarded, is vital. “The minute they sign, it’s important to let them know what’s next,” Berger advises. “It’s also good to maintain contact before they begin and tell them what’s going to happen, including a check-in call a week before their start date.” Then, be sure to have everything prepared for a smooth first day and onboarding, such as computer logins and building access, and map out their first week and first few months.
Your first hire is an exciting milestone in your business’s growth. “Remember, the first one is always going to be the hardest,” says Berger.
“Planning and seeking advice from your network about their successes and failures is always a good thing. It’s a real process and the better you do it, the less you have to do it, because that person stays if they’re happy.”