The 7 levels of hiring — and the best way to nail them each time


Hiring the appropriate staff requires a stable recruitment course of — particularly throughout a labor scarcity like we’re experiencing at this time. It’s tempting (and comprehensible) to need to discover crew members shortly whenever you’re short-staffed, however taking the time to finish every stage of the hiring course of will enable you perceive your wants, cut back stress, and discover the appropriate match on your crew. 

Stage 1: Planning 

Earlier than you begin searching for one of the best candidates on your open place, perceive precisely who you’re searching for. A simple technique to arrange your ideas right here is to create a great candidate profile, contemplating:

  • Function specifics
  • Tradition match 
  • Job description 

Going by means of these particulars for every new rent will make the subsequent step that a lot simpler. 

Stage 2: Job submit 

To make your job submit stand out among the many crowd on hiring websites, it helps to: 

  • Spotlight the appropriate perks and job elements 
  • Decide the appropriate job title 
  • Get inventive 

Be taught extra about this step in our article on the best way to make your job submit stand out. And if you wish to put a little bit juice behind your submit, Homebase may also help. We provide customizable job templates, free on-line posting, and the choice to spice up your submit.

Homebase hiring additionally means that you can add pre-screener questions candidates will reply, which can assist with the subsequent step. 

Stage 3: Evaluate candidates

When you begin receiving candidates, it’s time to resolve who you need to push alongside by means of the remainder of the hiring course of. You’ll overview resumes and solutions to pre-screener questions round qualifying data. Listed here are a couple of pre-screener query examples: 

  • What’s your good work surroundings?
  • Why are you searching for a brand new job? 
  • Why do you need to work for this firm? 

Use the resume and solutions to get an image of who the applicant is and what they’ll carry to the position. Decide on who you need to transfer ahead with and who you need to exclude from the method. Don’t go away candidates ready too lengthy with out speaking with them. In the event that they aren’t proper for the position, ship them a well mannered rejection message. 

Stage 4: Telephone display

Earlier than committing to an in-person interview, conduct a brief telephone name to get to know the candidate higher. These normally final 15-20 minutes and contain asking the candidates about their fundamental {qualifications} and studying extra about their resume. 

Ask them what their typical day-to-day duties have been like at their earlier jobs, what they like and don’t like within the office, and why they’re searching for new alternatives. You too can ask questions on firm tradition preferences, what their splendid supervisor is like, and compensation expectations. 

You’ll want to give them time to ask questions throughout the telephone display as properly. 

Stage 5: Interviews

The interview course of is your probability to dive deeper into your candidate’s expertise, tradition match, and hiring potential. 

Be sure to’re overlaying all of your bases, like: 

  • Background and coaching
  • Character
  • Conduct
  • Skill to improvise
  • Thought processes

Additionally, be sure you know what’s acceptable and unacceptable to ask in an interview. 

Stage 6: Verification

After you’ve narrowed down your checklist of candidates, verify what you’ve realized about every candidate by means of reference checks, utilizing a “belief, however confirm” strategy in talking with their contacts. That is typically an ignored step, however it’s vital to creating certain you’re hiring the appropriate individual. It will probably additionally offer you perception on how finest to handle the candidate in case you rent them.  

Stage 7: Job provide

The supply of your provide ought to be vital. Create a proper provide letter and embrace a advantages packet they’ll overview. Then, stroll by means of every part and hit factors like compensation, advantages, schedule flexibility, {and professional} improvement alternatives. 

Your candidate could specific hesitation throughout this stage. Ask what the professionals and cons are for them — you possibly can even ask in the event that they’re at present contemplating different presents. 

Even when they don’t settle for the job, you should use their suggestions on why they stated no to tailor your strategy and be extra aggressive. 

Want extra assist? Homebase Hiring has your again. We’ll submit your job description on the main websites and enable you discover the right candidate. We’ll even streamline the onboarding course of by sending your new hires a digital packet. 


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