Hiring managers have a lot of responsibility when hiring people for their team. Looking for the best employee for a position takes a lot of time and effort. Some may even make costly mistakes due to their lack of experience and knowledge. 

As such, a hiring manager should know what to do and what to avoid during the hiring process. Learning about these different tips will help them make better decisions when it comes to hiring. 

DO’s of Recruiting 

Here are some tips to keep in mind when recruiting for a position:

DO Have a Plan 

Before starting the hiring process, you should have a thorough plan. This includes identifying the job requirements, creating a job description, and deciding who is responsible for each step of the hiring process. When you have these details laid out, it’s easier for you to answer any questions from the candidates. 

So if your candidate is curious about the position, you have an answer. Make sure you also communicate to the candidate what is expected of them and what they can expect in return, such as salary, benefits, and other perks. 

Having a plan makes the process smoother, and you’re less likely to encounter problems. Planning may take some time, but it ensures a better experience for you and the candidate.

DO Conduct Background Checks 

Another step to keep in mind when recruiting is to conduct background checks. While it’s not necessary to be very thorough with this, it helps to know more about your candidate. This helps you narrow your search and ensures you choose the best candidate possible. 

A background check helps employers discover more about an applicant’s past employment. It also identifies legal issues and other areas to help you make better decisions. 

One of the best ways to conduct background checks is to ask for references. These references may be their managers or co-workers from their previous jobs. You may ask the candidates to provide contact information for their references. Afterward, if the candidate meets your expectations, you can send their references a questionnaire to gain insights into the candidate’s work ethic and attitude.

DO Encourage Employee Referrals

Another way to find the best candidate for your company is to encourage employee referrals. This means that you ask your current employees to refer their friends and family for open positions.

Employee referrals give you a better chance of finding an excellent candidate. Since they’ve been referred to you, there’s a good chance that they already know about your company’s culture and values. The candidate has most likely been briefed about what it’s like to work at your company. 

In addition, employee referrals also improve employee engagement. Some managers can even give incentives if an employee refers someone they hire. Employee referrals can be beneficial to both the employer and the candidate. The employee gets to help someone they know, and the employer gains an excellent candidate for the job.

DO Consider Internal Hires

As a hiring manager, you should also consider internal hires. This speeds up the hiring process on your end while making sure you still have a qualified candidate.

Hiring someone with experience with your company makes the onboarding process a lot easier. They’re already familiar with your company, so you don’t need to brief them about company-related information.

If you hire an internal employee for a role that’s slightly different from what they’re used to, you may need to provide additional training. But overall, it saves time and resources to hire someone who’s already familiar with the job.

DO Create a Standard “Scoring”

Finally, when hiring, you should consider creating a standard scoring system. This helps you objectively grade the candidates and decide which one is the best fit for the job.

The scoring system should involve all aspects of the candidate’s application, including their resume, cover letter, and any other documents they may have submitted. You may also assign points based on an in-person interview or a skills test.

Creating a scoring system helps to make the recruitment process more organized and efficient. You can easily compare the candidates’ scores and determine the best candidate for the job.

DON’Ts of Recruiting

Now that you know what to do when recruiting someone, let’s move on to what you shouldn’t do during the process:

DON’T Make Hasty Decisions

Hiring someone is a big decision; you should take your time when making it. You won’t always get the best candidate possible on the first try. Trial and error is in the picture when recruiting. So, don’t rush the process, as this can lead to hiring the wrong person for the job.

Take the time to evaluate each candidate thoroughly and get to know them better. Ask them questions about their experience and qualifications, and analyze their responses. This will help you make a more informed hiring decision. Hasty decisions can also cause you more problems in the long run.

DON’T Recycle Job Descriptions

Job descriptions are an essential part of the recruitment process. This is what the candidate reads and what they expect from the job. However, if you recycle job descriptions, you aren’t giving the candidate accurate expectations.

Since a job description can change depending on the last employee’s performance, you should update it as often as possible. For instance, if the last employee incorporated something to make the job easier, you should mention it in the job description.

Updating the job description also benefits the employer. Since the candidate already knows the skills needed for the job, you won’t waste time training them in this aspect. Instead, you can focus on honing their skills so they become a better addition to the team.

DON’T Forget to Highlight the Company Culture

When recruiting someone, don’t forget to highlight company culture. Tell a candidate about the perks and benefits of working with you. When you focus on the positive aspects, candidates will be more likely to join your team.

Make sure to address any issues they may face, such as work-life balance. Showing that you care about your employees’ well-being will make them feel more valued and appreciated. This can help you attract top talent seeking a supportive and positive work environment.

DON’T Discriminate

Discrimination is a serious issue and is never acceptable in any workplace. Make sure you don’t discriminate against any candidate based on their gender, race, religion, sexual orientation, or any other factor.

When recruiting someone, make sure your decisions are based solely on their qualifications, not any other aspect. This ensures you’re hiring the most qualified candidate for the job and creating a fair and equal workplace.

DON’T Solely Rely on Credentials

Finally, don’t solely rely on credentials and experience when hiring a candidate. You should also consider their character when hiring them. Sometimes, a candidate may look good on paper, but they don’t fit the company culture. This can make it difficult for your candidate to adjust to your company’s needs.

As such, looking at a candidate’s character can be very beneficial. You should analyze the way they talk, their attitude, and how they interact with others. This will give you a better idea of how the candidate will fit into your team.

The Bottom Line

The recruitment process is very important in any organization. It’s essential to create and use a scoring system when evaluating candidates. The tips above are just some ways to make the recruitment process easier and more efficient. By following them, you can ensure you’re hiring the best candidate for the job.