New Hire Checklist for Businesses

new hire checklist for businesses

Estimated reading time: 3 minutes

When hiring a new employee, you want the best person for the job: someone with all the traits and characteristics to help your small business succeed. Unfortunately, finding this person can be difficult, mainly if you are unprepared. Streamlining your hiring process can help you narrow down the list of candidates to identify the best hire. This Balboa Capital blog article features a new hire checklist for businesses like yours. It includes tips on writing job descriptions, screening job candidates, and more.

Get the word out.

The first item on our new hire checklist is advertising the job opening online in a listing that describes what you are looking for in an employee. LinkedIn™ and Glassdoor® are two popular websites to consider. You want your job listing to stand out from competing companies, so it is essential to highlight why someone would like to work for your business.

A clear job description helps the employee understand what is required and expected. In addition, it enables you to come up with a list of relevant interview questions.

Screen candidates.

One of the most time-consuming hiring steps is reviewing applications and deciding whom to interview. A great way to identify the most promising candidates is to conduct phone-screening interviews.

Phone screening can help you determine whether a candidate has the necessary competencies, experience, and interpersonal skills required for the position and decide if they would be a good fit for your business. If you screen your applicants properly, each person you invite for an in-person interview should be a promising contender.

Schedule interviews with potential new hires.

The interview process needs to be planned so that it’s time-efficient. It would be best if you took some time to develop a list of questions that you want to ask each candidate and see that you schedule interviews promptly.

Doing so will allow you to be more efficient and demonstrate that you respect the candidate’s time. Also, keep in mind that interviews work both ways. After an interview, the potential candidate should have a greater understanding of the position and the business, and, equally, you should gain insight into the candidate’s fit for the job.

That said, interviews should not follow a script. A conversational and engaging discussion is more suitable than a rigid and generic interview. A natural, free-flowing interview, like a conversation between two friends, can help you and the candidate learn more about each other. Examples of questions that can lead to a more conversational interview include:

  • Describe how you approach challenges at work.
  • Give me an example of a goal you met and your steps to get there.
  • Tell me about a time when you performed well under enormous pressure.
  • Where do you go to read up on the latest industry trends?
  • What do you like most about this position?

Make your offer.

Extending a job offer is the final step of the process. When you have selected your number-one candidate, reach out to them quickly. The best candidates are typically in high demand and are likely to receive multiple offers, so you need to act fast to close the deal.

Finally, you must demonstrate that your business is forward-thinking, so ensure you provide your new hire with an excellent onboarding process. Sending out important documents, scheduling an orientation, and providing your new employee with a handbook of business regulations, benefits, and rules should happen promptly.

Conclusion.

A well-organized hiring process goes a long way in landing the best talent. This talent can make all the difference in the world and help your small business reach its goals.

The opinions voiced in this material are for general information only and are not intended to provide specific advice or recommendations for any individual.

Balboa Capital, a Division of Ameris Bank, is not affiliated with nor endorses LinkedIn or Glassdoor.