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The hiring process can easily become overwhelming if there isn’t a good strategy in place. Moreover, not having a good hiring process in place can be costly to a business and lead to organizational problems.

So, what is the best way to approach a new hire to ensure successful results?

In this edition of nSider, Suzette McDowell, Senior Marketing Manager at nTech Workforce, shares her insight on the best hiring practices and ideal ways to build winning teams.


You Have the Green Light to Hire; What Does This Mean?

According to McDowell, “Receiving the green light to hire signifies the transition from planning to action in the recruitment process. It initiates a sequence of calculated moves involving meticulous hiring preparation, strategic planning, and execution to ensure you find the right candidate to build a winning team.”

The hiring process can be filled with complications if not sufficiently strategized from the beginning. If the hiring process is mishandled such that the wrong candidate for the job is recruited, some estimate that the real costs can be up to 30% of the position’s first salary in losses.


What Are Position Requirements to Consider When Accessing Your Hiring Needs? 

To mitigate potential hiring mistakes, McDowell says, “It's important to outline the position requirements. Begin by delineating the core technical competencies, skills, and qualifications essential for the success of this role. Furthermore, you should delve into the intangible attributes – cultural fit, adaptability, and growth potential. Collaboration with relevant stakeholders within the organization will also help you gain an understanding of the attributes needed to create a structured hiring outline.”

Hiring is about more than just finding people to fill the role. A strong hiring strategy requires a solid foundational job description that can be matched to particular skill sets and competencies and then making the most of the screening and selection process to find the right candidate.



How Can I Develop an Effective Job Description? 

Writing the job description is a subtle art and can be challenging because hirers want to convey the desired aptitudes and characteristics without going overboard. Some opt to look at the job description as a “wish list,” but this can be a dangerous line to toe, as it has been found that talent from marginalized groups are less likely to apply if they don’t meet all of the listed criteria.

McDowell recommends “Starting by highlighting the key tasks that make up the role, as well as the role's contribution to the bigger picture of the company. Be upfront about the skills and qualifications needed, and subtly weave in the kind of attitude and teamwork that aligns with your company culture. Give a sneak peek into how the role could grow, and make sure your wording is friendly and open to everyone.”

Placing too high of a premium on experience through the screening and selection process can also be a fumble, as the evidence does not support the belief that more experience alone will lead to a better hire.


How Can You Build a Strong Employer Brand to Attract the Right Talent? 

Whether you are a large, well-known business or a small business, communicating your employer brand is a key lever in hiring.

As McDowell notes, “Your organization’s brand serves as a magnet that draws in talent; building a strong employer brand involves conveying the organization's mission, values, and commitment to professional growth. Job seekers will naturally gravitate toward companies that align with their identity.”


Should You Work With a Staffing Agency? How Can They Make the Hiring Process Smoother? 

“Consider a staffing agency as a strategic partner, enhancing your hiring experience,” says McDowell. Finding people through tried-and-true hiring strategies is what staffing agencies focus on, so they will bring insights and information that can lead to a more successful hire.

Furthermore, McDowell states, “Staffing agencies possess specialized expertise in talent acquisition and candidate sourcing. They can help you expand the pool of potential candidates and provide access to established networks, expediting the search process. Moreover, staffing agencies excel in the critical stages of the screening and selection process, utilizing their expertise to identify candidates who seamlessly align with the organization's requirements.”

When it comes to the benefits of working with staffing agencies, Steve McNamara notes that “Staffing agencies find the best workers through a combination of rigorous screening processes, comprehensive qualifying calls, and skill assessments.” According to Steve, “This is all accomplished during the recruiting process by leveraging personal and professional networks, reputable job boards, an internal database of candidates, social media sites, and skills assessment software.”



What Should Be Your Next Steps in Developing a Hiring Process?

As you embark on a hiring process toward securing the right talent, McDowell recommends considering the following strategic steps:

  • Execution of the Hiring Plan: Implement a crafted hiring checklist informed by insights from yourself and key stakeholders in the company
  • Talent Engagement: Employ a multifaceted sourcing strategy that taps into both internal and external networks to attract a diverse pool of candidates.
  • Efficient Screening: Utilize streamlined screening techniques, incorporating technology and standardized metrics to facilitate efficient and unbiased candidate evaluation.
  • Cohesive Onboarding: Construct a comprehensive onboarding program that fosters seamless integration and cultivates a sense of belonging.
  • Continuous Enhancement: Continuously refine the hiring process through data analysis, feedback incorporation, and adaptive strategies.

By implementing these strategic actions, you can elevate your company’s hiring process and work toward finding the right candidates to contribute to your company’s growth.

For more information about the hiring process, or if you are looking for top-tier staffing agency partners, reach out to nTech Workforce.