Executive Network Advice Library

Employee Recruitment

Hiring: have a plan in place or risk turning away business

After a long and challenging recession, it’s only natural to take a cautious approach to hiring. But waiting too long to augment your team can force you to turn away business opportunities. It’s already becoming more difficult to find good people, and this situation will only get more pronounced as the economy rebounds. Always know who your next hire will be – the savviest business owners maintain a constant candidate pipeline through aggressive networking. They also have succession plans in place, in case a key player leaves.

Ideas

1. Look inside first – Your best hire for an open position could already be on your payroll. Before searching for a new candidate outside the company, think about whether there’s anyone inside who could grow into the role with additional training or mentoring. If no one fits the bill, consider awarding referral bonuses to employees.

 2. Separate the “nice to have” from the “need to have” – For every role, write a job description with the skills required (both functional and interpersonal), as well as daily job duties. Separate the “need to have” from the “nice to have” qualifications for the job. Make sure that everyone interviewing candidates is in agreement about the experience and qualities necessary for success in the role.

 3. Ask the right questions – Sure, you want to pose interview questions that probe for a skills and culture fit, but dig deeper into a candidate’s background. For example, ask how the person improved a process or cut costs. How did the individual provide a great customer experience? Businesses often look for potential hires – no matter what the role – who understand the value of saving time, money and customers.

 4. Communicate – Share the good news with employees once the person has accepted the offer and explain how the new hire can contribute to the team.

Next Page: Whom to Hire and When?