Hiring Great Talent

 

Lori Grimmig
Recruiter
U.S. Chamber of Commerce

 

With intense competition for workers today, it is critical that you make smart hiring decisions.

 

You're not just matching a candidate with the qualifications required for the job; you're also looking for someone who will fit in. Know the "personality" of your company and its management style. What is the market rate for the position? Are you able to offer a salary in that range?

 

Are grammar and spelling correct? Are there gaps
in the candidate's work history? If so, are there good reasons for that? What is the candidate's tenure at each position and has there been forward movement? 

 

Once you have narrowed down the list of candidates, conduct phone interviews. You want to learn why the candidates are looking for a new position, when they can start, and their salary expectations. Don't waste your time or theirs if they are seeking a salary clearly out of your range, whether higher or lower. Screening candidates on the phone will ultimately save you time. 

 

If you are comfortable with the phone conversation, move forward with face-to-face interviews. Send a confirmation, the names of the people the candidate will be meeting with, and directions. Depending on the position, include a writing test or skills assessment. Explain responsibilities and expectations, the workplace environment, opportunities for advancement, and the review period. You cannot train motivation, work ethic, or passion-that is why fit is so important. Remember that the candidates are interviewing you as well to make sure that this is the right fit for them. The interview should flow like a conversation. Create behavorial-based and results-oriented questions ahead of time. Ask open-ended questions and have the candidate provide examples.

 

 Learn more about interviewing, and see sample questions (PDF)

 

Provide feedback to the candidates as soon as possible. You want to ensure that they have a positive interviewing experience even if they do not receive an offer. After all, positive experiences are good PR for your company. Once you have made a hiring decision, conduct background and reference checks. Doing due diligence can prevent a costly surprise later. When you are ready to make an offer, inform the candidate of the title, salary, and expected start date and send a formal offer letter.

 

Following these steps will help ensure a smooth hiring practice.