Are you prepared to take your business to the next level? Attracting and retaining top talent can make or break your business. Consider these hiring tips to optimize your hiring and onboarding process, ensuring you build a strong, motivated, and diverse team that will drive your business forward. 

1. Network, Network, Network  

The best and surest way of finding someone is through mutual contact or referral. Keep in mind – networking is not only for the candidate. As a hiring manager, it's your job to utilize networking to fill the position, too.  

You have the best contacts in your network within the industry. While your network serves as an advertisement for you, the candidate also has a built-in reference, as do you. You've just killed two birds with one stone. 

2. Get to Know Your Candidates 

Over the years, there have been plenty of interviewing concepts. While structured questions are important, take some time to just talk. In the end, you'll get the most out of candidates when you put them at ease and encourage them to be themselves.  

It's amazing what people will tell you when they're comfortable – some good, some not so good. Additionally, you're looking for a cultural fit. If a candidate isn't comfortable, you aren't getting the real person.  

Remember that an interview is reciprocal. Open the door for candidates to ask questions about you as an employer to ensure the role is a mutual fit. 

3. Communicate Your Hiring Process 

Background checks, drug testing, and assessments may be essential safeguards to the hiring process. However, it's critical to communicate these requirements to candidates each step of the way.  

As a candidate, there's nothing worse than thinking you're done with the interview process only to have something sprung on you last minute. This may also give a negative impression to a potential new hire. The candidate may think you're either unorganized or that you're on the fence about them.  

Even if you have an interest in a different candidate, you can't be sure you're going to snag them. Make sure you communicate with every candidate regardless of where they fall in your ranking. 

4. Keep Candidates in the Loop 

Communicate – did I already say that? Now I'm talking about communicating where you are in the process. If you're still interviewing and weeks have gone by, reach out to the candidate and let them know that you're still working through candidates and when you believe they can expect an answer.  

There is nothing more humiliating for a candidate than to have to reach out and ask if they're still in the game. If the timeline changes, communicate an update. A candidate who spends days or weeks on the application process, interviewing and required testing deserves an update. Otherwise, the candidate may lose interest and move on to another potential employer. 

5. Be Speedy 

Speed of hiring is important, no matter the job market. You don't want to lose out on a candidate because you took too long. With each day that passes, you run the risk of losing out on a great employee.  

In a competitive market, top candidates often have multiple offers, so a quick and efficient hiring process can make all the difference in securing the best talent. 

6. Streamline Where You Can 

Multiple interviews can be taxing on a candidate's schedule, especially if they are currently employed. If possible, introduce the candidate to as many people at one time so that they don't need to come back on numerous occasions. Limit the number of employees the candidate must meet based on the position level.  

If you can't decide on someone with three to five different people interviewing them, then you may need to take another look at your selection and interviewing process. 

7. Make Onboarding Simple 

Ensure an easy start by setting up payroll direct deposit through the ACH network so you’re ready when it’s time to send out their first paycheck. During their first few weeks, welcome them with a comprehensive package, introduce them to the team, and set clear expectations.  

Assign a mentor, schedule regular check-ins, and provide necessary training to help them feel supported and appreciated from day one. 

In the end, it's simple. Think about the onboarding process you'd personally want to experience to land a job, review it, and make sure it meets your requirements. If it doesn't, it probably won't meet the candidate’s either. 

About the Author 

As Chief Human Resources Officer, Denise Domian helps Johnson Financial Group associates to be as engaged, productive, and successful as possible. With extensive experience working in dynamic, complex organizations, Denise understands the importance of business transformation and the impact it has on an organization’s people. Denise is a proactive human resources leader adept at aligning people and processes to achieve optimal business results.