In today’s competitive labor market, it’s absolutely crucial that you efficiently hire the right people for the right jobs.
For seven decades, Automatic Data Processing, Inc. (ADP) has been helping businesses of all sizes with every aspect of the hiring process. Here’s their guide to finding and hiring employees — the right way.
1. Define requirements
Write a job description detailing what skills you need and the duties the successful candidate will take on. Then, decide the time commitment the position will require:
- Full-time employees typically work 40-hour weeks and are eligible for benefits, which makes them an investment for your company.
- Part-time workers are usually more cost-effective, as they work less than 35 hours a week and do not receive benefits. However, they may not be available if the position’s needs increase.
- Temporary workers are ideal to handle a sudden and temporary influx of work.
- Seasonal employees are temporary workers hired for a specific and recurring season or event.
- Independent contractors are sometimes the ideal solution when you need expertise for a specific, time-limited project.
- Internships allow students to gain job experience and are often unpaid positions. This can be ideal to handle overflow or low-level work while giving a young person priceless experience.
2. Identify candidates
Once you know the type of position you need, the next step is to identify possible candidates and hire the right one. This is a six-step process:
- Advertise: List the position in places where it will be seen by qualified and interested candidates. ADP and ZipRecruiter offer services to post jobs targeted at qualified people, but other options include online job boards, newspapers, agencies, trade journals, professional associations, or job fairs. The right advertising venue depends on the level of the job and the specific experience and skill set required.
- Screen: Pre-screening is necessary to ensure you only spend time on qualified candidates. ADP recommends that pre-screening should begin in the advertising phase with some basic questions that will eliminate unqualified candidates.
- Interview: Once qualified candidates are identified, the next step is to interview them. Interviews can be conducted via phone or video, or in person depending on your preference, timeline, and location logistics. It’s important that each interview be consistent in terms of questions and structure — plan out how you will conduct the conversation ahead of time.
- Offer: Once you have identified the best candidate for your position, it’s time to make an offer. Send the person you wish to hire an offer letter specifying the details of the position (title, compensation, benefits, start date) and any legal requirements, such as at-will statements or contingency language.
- Check: Once you have made an offer, begin checking references and conducting a background check. The candidate should be able to provide a minimum of three professional references from supervisors, colleagues, or even professors and coaches for entry-level positions, as well as permission to contact them.
- Onboard: Once your offer is accepted, it’s time to do the paperwork and get them enrolled in your payroll program and benefits options. They should also be provided with an employee handbook and made aware of all applicable company policies.
Your employees are the lifeblood of your business — and finding the right people is getting more and more challenging. Following these best practices will make your hiring process more efficient — and your business more successful.
Are you a small business owner looking for fill a position but having trouble finding the perfect fit? ADP has partnered with ZipRecruiter® to provide companies and employers with helpful tips to find qualified candidates. Head over to ADP’s official website now to download your free hiring guide today.