The steps to take to prepare for hiring a new employee

How to Prepare for the Hiring Process - as a Manager

While so many articles focus on what job seekers need to do to prepare for the hiring processes, we realize hiring managers need support and advice, too. Especially during a time when every open job can end up getting a thousand applicants. There is a lot that goes into the hiring process, so whether you’re a seasoned leader or beginning your journey for the first time as a manager, we’ve got you covered. Follow these steps toward better preparedness for hiring…

Establish Your Budget

We know, budgets have been tight lately. Misjudging your budget can also become a major reason for layoffs later on. For these reasons, you have to go into this process by setting an honest budget and sticking to it from the beginning. Candidates expect salary ranges in job descriptions too (even if you're not legally obliged to include it), so be prepared to make it at least a little competitive. Include all benefits your company will provide to arrive at the whole proposed package. Your budget should fit the job description. If you don’t have the money and resources for a senior-level professional right now, then you NEED to adjust your role expectations, hiring someone more junior and helping them reach senior-level potential over time (along with a future salary to match). 

Define Role and Responsibilities

Get very specific. What type of candidate do you actually need? What base level of experience are you looking for? What skills are imperative versus simply “nice to have”? Don’t put more than one job title into one job description unless you have the budget to pay multidisciplinary professionals what they’re worth! If you do, you also have to be prepared that it will take longer to find your unicorn. A recruiter can help you know exactly what you’re looking for, so it’s a great idea to work with one (like us!). 

Know Your Culture Fit

The third part of looking for the right person involves knowing what culture fit means for your company. Figure out what types of work personalities will thrive in and improve your environment. Then, tailor your behavioral interview questions to help you find these personalities. It also helps if you include keywords like “born ideator” or “problem-solver” in your job description to be explicit about the types of people you’re looking for. Have coworkers weigh in on the language of the job posting so that you know you’re being inclusive. On the flip side, it’s imperative that you are critical of anything about your company culture that’s not working. You will need to work with your HR leaders to fix any issues and promote healing before inviting new people to work for you. 

Create a Thoughtful Interview Process

Before reaching out to anyone you will want to have a strong interview process in place. While you want to be thorough, no one wants to make candidates jump through unnecessary hoops. Work with your HR department or recruiter to set up the type of interview process that moves at a steady pace, where candidates meet with only the most necessary stakeholders at a date that works for their schedule. If your process requires a test, make sure it’s doable in a reasonable timeframe while pinpointing the exact skills you’re looking for. If the test becomes extensive, like creating a 360 campaign in three days, then pay applicants for their hard work. 

Craft Strategic Questions 

After you’ve thoroughly vetted portfolios and are beginning to set up interviews, you’ll need a list of solid questions to ask. Start your list with the most important questions that center around the job’s responsibilities. You don’t have to be the only person to ask questions, either! Fill in your team on exactly what you’re looking for and work together to make the interview process well-rounded, having others with different expertise ask poignant questions from their POVs. Include questions on trends, behaviors, industry know-how, leadership qualities, problem-solving, and more. This way you know that your interview process is thorough, concise, and inclusive of everyone’s opinions. 

Bonus: Think about employing outside recruitment help. Recruiters have a wealth of knowledge and a deep network of previously vetted professionals, potentially quickening the route to finding your desired candidate. It’s also great to get an outsider’s perspective to weigh in on anything you might be missing. If you’re feeling like you’d benefit from hiring recruiters, well, this is where we at Artisan excel.

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