Hiring New Employees: A Guide To Dos And Don’ts

Bringing new employees into your company is a crucial part of any business’ growth, but it comes with its own risks. Here are some of the most important dos and don’ts that you need to be aware of. 

Do: Be Clear On Your Needs

Look for a new employee to fill an essential role that is clearly defined. Talk to your partners and colleagues about what is currently missing from your company. Identify areas you want to grow into and draw up a personal profile based on these skill sets. Avoid assuming that someone will cover more than two of your requirements.

Don’t: Be Vague On Your Job Listing

Create a person specification that includes every requirement, from experience to location. Remember that there is a huge number of job seekers out there and you will receive a lot of applications. Be clear on essentials and desirables in your listing. For example, you should specify the type of commitment you expect from the job listing. Is it a full-time, part-time, or freelance job? 

Also, be explicit about whether an applicant can use transferable skills. State whether they can work remotely. Don’t forget to mention the compensation range so that you’re transparent about the remuneration. 

By providing all pertinent details about the listing, you can already narrow down the candidates to those who are truly interested and qualified.  You can also use the relevant information to actively hunt for passive candidates using people and email finder tools.

Do: Understand Immigration Law

Research visa requirements before you think about hiring workers from outside the USA. Remember that different industries may need different visas for employment. Understand your responsibilities as an employer before you agree to sponsor an immigrant worker. Look at the H-2A visa program if your agricultural business requires seasonal workers, and you can prove that there are not enough US workers who are able, willing, qualified, and available.

You can also talk to an experienced lawyer from organizations like Flynn Hodkinson specializing in the field of US visa and immigration law. They can provide you with the best level of legal advice when going through visa applications for potential employees from outside the USA. 

Don’t: Rush The Interview Process

Establish a structure for your job interviews with the other interviewers. Assign roles for each of you and be prepared to ask difficult questions. Think about what questions the interviewee may have for you. Prepare questions that will illuminate their personality as much as their expertise. Remember that there needs to be a fit beyond their experience and ability. 

There are other things you should consider to conduct interviews more effectively. For instance, it’s essential to get familiar with job postings, review the applicants’ application documents, and provide a comfortable environment for them. These may seem a given, but they can be overlooked easily.  

That said, it’s essential to take your time in conducting interviews to find the right candidate for the job. Once you take note of the applicants’ responses, develop a process for assessing each one of them so that you can make unbiased hiring decisions. 

Do: Be Considerate Of Their Needs

Offer remote and video interviews if you can using suitable platforms. Be flexible on interview times if the interviewee has commitments outside of work. Remember that the pandemic has impacted many people’s ability to work because of physical health, mental health, and family responsibilities. Consider hiring a virtual assistant to help manage the workload created by additional remote interviewing and onboarding processes. Organize one on one coaching sessions as part of the onboarding process for new hires, providing personalized guidance and support. Allow the interviewee to explain any gaps in their resume. Welcome discussions about mental health and the company culture. Address any concerns that they may have about workplace safety and COVID-19 protocols. 

Don’t: Wait Too Long

Tell the interviewee how long they will have to wait at the end of the interview. Reply to any prospective employees within a week. Avoid missing out on your first choice because you kept them waiting too long. 

Also, updating each candidate about the results after the interview data privacy lawyers can be an excellent way to show you’re courteous and professional. Once you’ve made the right choice, send rejection notices via email to those who did not make the cut. By doing this, you can improve your organization’s relationship with job seekers.

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