Are you looking to hire great people for your business?
This five-step hiring process covers the job ad, application review, written questions, a phone conversation, and the final interview. The goal is simple: define the work clearly and evaluate candidates consistently.
The best part is, this process works for hiring people in person and virtual employees/assistants.
Watch the full 16 min video below (click to play)
A poor hiring decision can cost time, training, and disruption. The actual cost depends on the role and circumstances; a fixed percentage of salary is not established by the source previously linked here.
So as a business owner it’s extremely important that you get your hiring process streamlined and focused on getting the right people for the job
To do it well you need a System, an easy to follow process for screening out the wrong people and identifying the right people.
So let’s break it down the system in simple 5 steps…
Step 1 – You need a Killer Job Ad (You Are Selling Them)
Step 2– Screen Initial Resumes with simple filters
Step 3 – Questionnaire and Initial Questions
Step 4 – Phone “Pre-Interview”
Step 5 – In Person Interview
Let’s break these down a little further…
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How To Hire Great People For Your Business
Step 1: The Job Ad
In the job ad your goal is to sell the applicants on how great your company is to work for and also outline everything about the position.
When I say everything, I mean EVERYTHING…
Your job ad should include (in bullet point format):
– Who you are
– What you’re looking for in a strong candidate
– What the Day to day work will include
– Who is a good fit for the job
– What Skills are needed
– Location of the job
– What the Compensation package includes
– Specific instructions on How to apply (This is the first filter)
Here is an example job post we ran: Example Job Ad
Bonus Tip: Always Include Pic, no one does it and it Humanizes your organization.
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How To Hire Great People For Your Business
Step 2: Screen Resumes
The idea is to create a process with a couple road blocks upfront so that you only meet with the most qualified candidates.
That being said, the first filter is did they include everything and follow the instructions in the ad?
We always ask for:
1) A clear formatted resume
2) 3-5 references
3) 5 reasons we should hire them
Use these materials to assess the requirements of the role, rather than treating every formatting or submission issue as automatic disqualification. Provide a clear way for applicants to request reasonable accommodation in the process.
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How To Hire Great People For Your Business
Step 3: Q&A
For the ones who responded to the ad correctly, email them 5 questions to answer and attach questionnaire
Here are samples of the email and questionnaire we send:
We send this email response: Job Applicant Email Response
and retain this historical example for reference: Pre Job Interview Personality Questionnaire
Use the written questions to assess communication and relevant work experience. Ask comparable, job-related questions and evaluate answers against the same role requirements. Do not use personal or family circumstances as a shortcut for judging commitment. The linked 2018 forms are historical examples, not current compliance-reviewed templates.
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How To Hire Great People For Your Business
Step 4: Phone Interview
Set up a time to do a 5-10 minute phone interview.
In this step you just want to have a basic conversation with them. These should never take more than 10 minutes, the goal is just to feel them out… did they show up for the call, did they show up for the call on time, did they speak professionally etc.
Here is the simple phone script: Phone Job Interview Script
When you feel they could be a good fit, set them up for an in person interview
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How To Hire Great People For Your Business
Step 5: Set up in person interview
This will be where you get to meet them in person and go over the role. It also gives you the opportunity to see how they present themselves in person.
In the job interview you should be going over the high points of the company and the role you’re hiring for. But don’t talk so much that you dominate the interview. The interview is about asking questions and getting to know each candidate based on their answers, it’s NOT about you talking the whole time about how great you and you’re company are (not that you would do that, just sayin).
It’s all about getting to know the person, these are the questions we ask: Job Interview Questions
In addition to the questions above, I would also ask a few more job specific questions (Questions you would ask a book keeper for example, would be different than questions you would ask a marketing manager).
Step 5b (Optional): 2nd Interview
We always set up a second interview to make sure we didn’t miss anything the first time and to give another member on the team to meet the candidate for questions. If you’re a smaller team then you will just interview them twice.
Turn the process into a clear hiring decision
- Define the responsibilities and essential skills before reviewing applications.
- Use the same job-related criteria at each stage and record what supports your assessment.
- Ask follow-up questions that test the work the person would actually do.
- Explain next steps and leave room for the candidate’s questions.
Current-use note: Review old forms before reuse. The EEOC cautions against non-job-related questions about marriage or children, and its applicant guidance explains reasonable accommodation in hiring. Have role-specific screening materials reviewed for your location and circumstances.
This is a practical process for organizing hiring, not a guarantee of a particular hire or business result. For an example of staffing within a real estate team, see Keri Shull’s discussion of hiring and accountability.
Hope “How To Hire Great People For Your Business (The Complete Hiring System)” helps, if you have any questions contact me.
If you’d like to see all the episodes go to: www.OliverGraf.tv/FoundersClub
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