Recruiting for a new position can be confusing and often times expensive, especially if there is not a plan in place. Recruiting for a position is time consuming and can take managers several months to find the right candidate. Once the position becomes vacant, it is a race against the clock. HR should meet with management and discuss the goals and requirements for the vacant position, as well as right cultural fit for the department.
After drafting a job description for the position, it is important for HR to strategically place job advertisements in different places to cut costs and have quality applicants. After a candidate pool is developed, HR must look for candidates who meet the job and company qualifications. The next step is to contact the candidates and for HR to perform a screening interview to confirm that each candidate meets the qualifications.
Once all candidates are screened, HR and the hiring manager should meet again and discuss the qualifications and attributes of each candidate. Next, the candidates who meet the qualifications are invited to interview with the hiring manager. Typically, this is an on-site or video call where behavioral and job specific questions are asked.
HR should look over hiring questions once a year to make sure they are still relevant to the job and follow state and federal law. The hiring manager should receive training in conducting interviews and making sure that by the time the applicant walks out, there is enough information to make a hiring decision.
After conducting all interviews, the second to last step is to conduct professional and personal reference checks by HR. Finally, after a decision is made, HR should offer the position to the top candidate. Once the offer is accepted, the other candidates should be notified by HR that the position has been filled
Orientation and Onboarding
People rarely forget their onboarding process, whether it is their first job or their dream job. It is a time of significant transition for a manager and the new-hire. Onboarding is often confused with orientation.
The first step after finding after finding the perfect candidate is orientation. This means completing the new hire paperwork and necessary trainings and assessments before starting to work. On the other hand, onboarding can take several months. The goal of onboarding is for an employee to feel welcomed and acclimate to the new tasks, goals, co-workers, and boss.
Orientation typically occurs during the new-hire’s first day of work. This time is utilized to introduce them to the work team and give them a tour of the facility. It is also a time to finalize and make sure that the correct new-hire documentation such as tax forms and benefits is completed accurately.
The manager and HR are responsible to make sure that any safety trainings are completed before the new hire starts to work. Orientation is also a good time to explain the history and culture of the company, as well as the company policies and answer any questions the new-hire may have. Typically, the new-hire doesn’t complete tasks this day.
The first step to have a successful onboarding process is for the hiring manager and HR to have it integrated with the recruitment plan. Once the decision is made to hire a new employee, the employer should outline goals for the new position. The first day, the new-hire should be greeted by a co-worker and shown around the department where he or she is going to be working.
The co-worker will be a great resource for the new hire and make the new-hire feel welcome by the company and the department. Throughout the first few months, the new-hire will acclimate better to the job enviroment and the manager should provide intrinsic rewards to the new-hire and employees to increase retention rates.