Let’s face it—hiring can be tough. Whether you're running a small business, managing a team, or suddenly tasked with scaling up, finding the right people is no small feat. I’ve been there myself.
When a key team member went on extended medical leave, we had to move fast to fill the gap. In our rush, we brought on a few people who weren’t quite the right fit—and we felt the impact. That experience was a wake-up call. It showed me just how critical a strong, thoughtful hiring process really is.
In this post, I’m sharing seven key steps to help you build a hiring strategy that doesn’t just bring in talent—but keeps it. Let’s dive in.
Before you even think about posting a job, you need to know what you’re looking for. Sit down with your team and outline the specific skills and qualities necessary for the role. What does success look like? I still remember when we hired a marketing coordinator without a clear vision of what that role entailed. We ended up with someone who wasn’t a great fit simply because our expectations were misaligned. Take the time to create an accurate job description that reflects what your business truly needs.
Once you’ve nailed down the specifics, it’s time to write a job description that not only attracts applicants but excites them. Use friendly language and give candidates a glimpse of your company culture. Share the values that drive your organization. When we revamped our job postings to showcase our laid-back environment and focus on teamwork, we saw a significant increase in quality applicants.
Don’t limit your search to just one or two platforms. Use social media, job boards, and even local meetups to spread the word about your opening. Diversifying where you post your jobs can lead to surprising new talent. We found one of our best developers through a niche online community dedicated to coding enthusiasts after we decided to expand our search beyond traditional job boards.
As the applications start rolling in, it’s time to filter through them. Develop a structured screening process that helps you evaluate candidates consistently. This can include pre-screening questions, video interviews, or even a quick skills test relevant to the job. When we implemented a short coding challenge for our tech roles, we had a much clearer picture of candidates' skills before bringing them in for an interview.
Now comes the fun part—interviews! Use this time to learn more about the candidates while also allowing them to get to know your company. Ask open-ended questions that encourage conversation. I recall one interview where we ended up discussing the candidate's favorite hobbies. It not only made them feel relaxed but also revealed their creativity and fit for the team.
Before making a final decision, take the time to check references. This step can provide insights that go beyond what’s on paper. A glowing recommendation is great, but digging deeper can reveal potential red flags or solid confirmation of a candidate’s strengths. Learning from our past mistakes, we now always make this a non-negotiable part of our hiring process.
Once you’ve made your hire, don’t drop the ball. An effective onboarding process is critical in ensuring that new hires feel welcomed and set up for success. Provide them with the resources, training, and support they need to flourish in their new role. Our past experience showed that when we invested time in onboarding, new employees became productive much faster and felt a stronger connection to the team.
There you have it—seven steps to help you build a quality hiring process! It may seem daunting, but with a little patience and structure, you can find the right people to join your team. Remember, every hire is an opportunity to shape the future of your business, so take the time to get it right. Happy hiring!