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The hiring process, or recruitment process, includes making the decision to hire a new employee, deciding what skills and experience an employee will need, recruiting for the position, selecting an employee, onboarding, and new employee training.

What are the Steps in the Recruiting Process?

  1. Deciding to hire a new employee.
  2. The goal of this stage in the hiring process is to determine if it makes economic sense to fill the position. Sometimes it's pretty clear that an employee needs to be hired. For instance, when a key employee leaves a position. Before hiring, you may want to do a cost-benefit analysis to determine if the employee will produce enough revenue to cover the costs of recruiting and employing them, or you may be better off using a freelancer.

    At larger companies, you may be submitting a job requisition at this point.

    1. Job Requisition Process
    2. A job requisition is a formal request to fill an open position at a company, with backup documentation. It typically includes the job title, department, fill date, and the job description.

      If you work in management for a company with a human resources department and recruiters, or a layer of upper management, then a job requisition will be a necessary step in your hiring process.

    3. How to Write a Job Requisition:
    4. The process of preparing a job requisition is going to vary quite a bit from company to company, but I've got four tips here that will help universally.

      1. Do your research.
      You should know exactly what is not getting done because you don't have this position, what will get done, and how it will affect the company overall, especially in terms of revenue, product or service quality, and morale.

      2. Get buy-in from stakeholders.
      Talk to stakeholders from other departments and get them onboard with this position. If you can get heads of other departments supporting a role that doesn't even report to them, you've got a strong case.

      3. Focus on outcomes.
      What, exactly, will a successful candidate in this position accomplish? Give clear goals, say, for 90 days, 120 days, and 1 year to make it easy for the person approving the requisition to understand exactly what the company is getting, and how to measure if it was a good hire.

      4. Follow through once the position is filled.
      Once you've got the position filled, have a look at our orientation guide to get started off right.

  3. Creating a job description.
  4. You'll need to describe the job duties, responsibilities, skills, and level of experience your ideal candidate will have in a fairly dry job description that will be used internally.

    1. What Is a Job Description?
    2. A job description is an internal document that clearly states the essential job requirements, job duties, job responsibilities, and skills required to perform a specific role. A more detailed job description will cover how success is measured in the role so it can be used during performance evaluations.

      They are also known as a job specification, job profiles, JD, and position description (job PD).

    3. How Do You Write a Job Description?
    4. 1. Add the official internal job title.
      2. Summarize the role in the opening paragraph.
      3. Detail the essential job duties and job responsibilities.
      4. Detail the essential requirements and qualifications.
      5. Define success in the role.
      6. State who the role reports to.
      7. Have it verified by the hiring manager and HR.

    5. Why Do You Need a Job Description?
    6. Properly written job position descriptions are often the only documents that totally define what a role is, what skills are required to perform it, and where the role fits in an organization. This makes it simple to identify candidates that are a good fit for the role and also to hold candidates accountable if they are not performing essential duties that are required in the role.

    7. What Is the Difference Between a Job Specification and a Job Description?
    8. A job specification could be considered a more precise job description that details the exact educational degrees, experience, skills, and requirements for a role. In most cases, these terms are used interchangeably and nearly always describe the same document.

    9. What are some tips on how to write a professional job description?
    10. Make sure the title of the job position and description match. Do your research. If you're not familiar with the job, talk to someone who is and have them help with the description. Make sure it clearly defines the goals of the position and a timeline for reaching them.

    11. Do you have an example of a good job description I can check out?
    12. Yes! Check out our sample job descriptions below, as well as our guide on how to write a job description. You should find everything you need to model your description on.

    13. Do your job descriptions contain work duties?
    14. Our job descriptions contain the most common job duties list for each position. This should help you get your description written really quickly, although you may need to add job duty or job responsibility information that's specific to your position.

    15. Is there a difference between a job description and a role description?
    16. Generally these are the same thing. In some regions or countries role description is more common, but most of the Asian countries uses job description.

    Now that you've got a great job description, post it to Job Market and watch the candidates come in.

  5. Recruiting candidates.
  6. First, you want to create a pool of applicants from which you can draw great candidates by putting the word out via job boards, your company career page, and employee referral program, etc. Writing a great job posting is critical. If the traditional recruiting methods do not work, you should look at other ways of finding employees and modifying your overall recruiting strategy.

    1. Employee referral programme
    2. Employee referral is a recruiting channel by which companies discover potential job candidates via existing employees. Employers will often offer employee referral bonuses or other perks to further develop this recruiting channel.

      1. Program overview.
      One of the best ways for your Company to find great employees is through our current workforce referring potential candidates. If you know someone who would be fit for a job here, and who you would enjoy working with, please send them our way!

      2. How to refer an employee.
      To refer an employee, please fill out a referral forms with the necessary information and turn it in to your HR manager, supervisor, etc.

      3. Who should you refer?
      Anyone who you think fits a job description and who you would enjoy working with.

      4. Referral bonus program.
      Send a THANK YOU note sending the referrals, offers a financial bonus for each referral that successfully completes [90 days] of employment.

      5. Additional employee referral rules.
      * If more than one employee refers the same candidate, they shall share the bonus, and the first referrer will receive the bonus.
      * Employees will be paid referral bonuses within [30 days] of their referral meeting qualifications.
      * The employee who makes the referral must still be employed at your Company to receive a bonus.

    3. Job Posting
    4. A job posting template is used to post jobs and helps standardize them across a business. A good template should list things that attract great candidates, rather than listing requirements and qualifications. Job postings are also called a job advertisement, announcement, job ad, or wanted ad.

      1. How to Write a Job Posting:

      2. Let’s get right down to work here, with tips on creating a job advertisement that gets noticed on job boards or the job posting sites.

        1. Use a killer job title.
        This is the most important part of your job posting when you’re posting to boards. When you write your title, include the name of the position and the top one to three things that will make the job attractive to an applicant.

        2. Add an emotive introduction.
        This is a single paragraph that gives three to five details applicants will find most exciting about the job. It is similar to the lede that newspapers use to hook you into reading the full article.

        3. Tell your company story.
        Information about your company that applicants want to know. How many years you’ve been in business, how long employees stay (if this shows that people stick with you), interesting clients or projects, equipment that applicants will be excited about, awards, accolades, and work culture facts that will interest them.

        4. Really sell the position.
        Rather than the typical laundry list of bullet points, only include requirements that are essential to this job. Try to limit yourself to one to three things. Then provide information on work hours, pay, interesting coworkers, education opportunities, benefits or perks, and anything else applicants will find interesting.

        5. Push your location.
        Moving is an obstacle to anyone considering your job that doesn’t live in your region. If you want to attract people from other places, sell applicants on the location. Give them details about schools, activities, crime rates, things to do, etc. If your location is an easy commute from many key hiring areas then make sure to spell out the actual commute time. A candidate will always be keen on a role that can cut their commute by 30 minutes.

        6. Repeat why they should apply.
        This section is a quick bullet-pointed recap of the top five to six reasons someone should apply to your job. If you have a long job post this will make sure that your key points are front-of-mind when the candidate is hovering over the apply button.

        7. Spell out the application process.
        Detail everything from when they first apply to when they get hired. Candidates won't be left in the dark about "what happens next." This is especially important if you have a role that is a one interview hire. Candidates that are immediately available will jump on roles like this as they can get a job in days vs weeks.

        8. Have other people read it.
        Treat this job post writing exercise just as you would any other important piece of company marketing. Get multiple people to read it and provide you with honest feedback. Make sure you have fixed any errors before you post the job to hundreds of job boards.

        9. Improve your email responses.
        Look at all the emails that you send to candidates at each step of the hiring process. Pick them apart and ensure they are clear, personal, and continue to sell the candidate on the role at every step. A poor first response to a candidate application will undo all the good work you did in the job post getting them to apply.

        Job Descriptions Are Not Job Posts:
        Many people are confusing job postings with job descriptions. A job description should be a detailed if somewhat dry description of the responsibilities and expectations for a job that a company uses internally. A job posting is meant to sell applicants on your company, team, location, and all the things that make working for you great. That’s what you should be posting to job boards.

      3. Finding Employees
      4. Finding employees is hard, and getting harder all the time. This year, 68 percent of HR professionals report problems filling positions - up from 50 percent in 2013.
        We're going to show you step by step how to get a lot more applicants for any job with unique, proven tips so that you're not just filling positions, you're filling them with the best possible people.

        Where do I find employees?
        1. Post jobs to your company website.
        2. Post available jobs to social media and ask employees to share.
        3. Post to every free job posting site you can find.
        4. Talk to local universities and ask them to put the word out.
        5. Get in contact with recruiters or staffing agencies.
        6. Post help wanted flyers in places where employees hang out.
        7. Put the word out to current employees that you're hiring.
        8. Integrate your company careers page with Google for Jobs.

        How do I find the right employee?
        To find good employees, try talking to your best hires. Find out how they found you. See if they have any referrals - people they would enjoy working with. Test many different venues for posting your jobs and see if one of them brings better people. Also, develop a screening process.

        How do you find good employees in a small town?
        1. Ask your best employees for any referrals.
        2. Use Facebook ads and "We Are Hiring" images to target great candidates in your town.
        3. Advertise the position in local newspapers and magazines.
        4. Attend local community and industry meetings.
        5. Post openings on local job posting sites.

        How do you attract employees?
        1. Offer great incentives.
        2. Create an attractive company culture.
        3. Use social media to promote your company's culture, vision, and mission.
        4. Advertise in imaginative ways.
        5. Personalize your recruitment processes and communications.
        6. Use your current employees to promote your company.
        7. Do good in the community.

        How do I find employees on Facebook?
        1. Network and engage with followers.
        2. Create shareable posts like We Are Hiring images and videos.
        3. Get your current employees to share company posts.
        4. Post a vacancy on Facebook.

        How do I hire more employees?
        The best way to find new employees fast starts by looking in many places. This doesn't have to be expensive, as there are many low-cost online boards like
        Job Market. Also, try finding employees via social media like Facebook, get in touch with local resources like state and city job services, and local schools.

        How do small businesses hire good employees?
        1. Get leads from your top hires by asking about their favorite past co-workers.
        2. Write job posts that sell the position.
        3. Touch bases with good candidates you don't hire, they may become stars later.
        4. Use Facebook ads and "We Are Hiring" images to target great candidates.
        5. Make it easy for employees to share job openings on social media.
        6. Post your jobs on the right job boards.
        7. Post your jobs in multiple locations.

        What is the best way to find employees?
        The best way to find employees is to test multiple recruiting strategies and see what works for your company. You may try posting to Job Market and other job boards, checking with career centers at nearby universities, posting jobs on social media, and posting help-wanted flyers.

        How can I ensure that highly qualified candidates get to apply to my vacancies?
        Get employees to apply at your company by writing job postings that really sell them on your position. Focus on all the best reasons they should work at your company, and limit qualifications and requirements only to the most essential.

        Where can I go and look for good employees?
        1. Ask where your best employees found you, be sure to post jobs there.
        2. Ask your best employees who they most enjoyed working with at previous jobs, and get in touch.
        3. Post on multiple job boards to make sure your jobs reach a lot of potential applicants.
        4. Use social media to reach passive candidates.
        5. Screen candidates by having them answer tough questions in writing before interviews.
        6. Use a phone interview to further screen.
        7. Have them do a paid try out before becoming a full employee.

        What should I do to employ highly qualified candidates successfully?
        1. Try lots of different places to advertise your jobs.
        2. Put the word out with existing employees.
        3. Write a job posting that focuses on why good candidates should work for you.
        4. Ask applicants to answer 5 tough questions about the job in writing to screen them.
        5. Do a 15-minute phone interview to screen further.
        6. Ask the top candidates to take a paid test of their abilities.
        7. Have the final candidates do a 1-week tryout before making a final decision.

        What is the best way to hire employees if I've never done it?
        1. Advertise your positions on several job boards, like Indeed, that get high traffic.
        2. Ask current employees for referrals.
        3. Check with local resources, such as universities and state job services.
        4. Write a really good job description that focuses on why great people should work for you.
        5. Have applicants answer 5 tough questions about the job in writing - this will screen low-quality ones.
        6. Do a short interview by phone.
        7. Be sure to check that their salary expectations work - ask what they make, and what they expect.
        8. Do paid tryouts before making a final decision.

        What's your take on how I could find workers within a rural area?
        Many people wonder how to find staff, especially skilled workers, in a sparsely populated area. Try advertising in the closest cities, find out if there are universities that local students go to and target them with Facebook ads, and create nationwide ads that focus on the reasons to move to your area.

        What are the best ways to recruit employees for jobs I'm not an expert in?
        1. Know exactly what tasks you need this person to do.
        2. If you have employees that know the job, get them involved.
        3. Talk to agencies and get their opinion on how the job would be done, and what skills are needed.
        4. Look for people who have done very similar work before, and test them by having them do a paid work sample.
        5. Hire a freelancer for the position and see how it goes.
        6. Outsource the work to an agency or small company

        Do you have tips on how to find an employee fit to work in a demanding environment?
        1. Check their work history.
        2. Question them about what their most demanding job was, and ask them to describe why it was demanding and how they dealt with it.
        3. Ask them to complete a tough task (paid) before hiring them.

      5. Recruiting Strategy
      6. Implementing creative recruiting strategies will help get your jobs seen by candidates who are looking for a new role. It will also make it faster to hire great candidates, more consistently, and with significantly less effort.

        What is a recruiting strategy?
        A recruiting strategy is a formal plan used to identify, attract and hire the best talent to fill any open positions within an organization.

        What are some examples of recruiting strategies?
        1. Treat candidates like your best customers.
        2. Understand the cost/benefit of every hire.
        3. Hire freelancers where appropriate, not just full-timers.
        4. Hire candidates for the long term.
        5. Strengthen your employer brand with content marketing.
        6. Using a coaching culture to attract millennials.
        7. Have an office space that attracts millennials.
        8. Use data to optimize your hiring time.
        9. Have a strategy to attract the best cultural fits.
        10. Chase passive candidates.
        11. Use niche job boards.
        12. Cover pain points in your job posts.
        13. Use video in more stages of your hiring process.
        14. Implement a mobile-friendly application process.
        15. Leverage employee referrals.
        16. Nurture your talent pool with drip emails.
        17. Train your interviewers on the latest interview techniques.
        18. Connect with alumni for rehires.
        19. Profile your best employees.

        What are the best recruiting methods?
        1. Advertising on job boards.
        2. Recruiting internally.
        3. Social media recruiting.
        4. Using staffing agencies.
        5. Print advertising.
        6. Advertising on your company career site.

        What are the best recruiting methods?
        1 Recruiting internally.
        2 Advertising on job boards.
        3 Social media recruiting.
        4 Using staffing agencies.
        5 Print advertising.
        6 Advertising on your company career site.

        How do you develop a recruitment strategy?

        Successful recruitment depends on a range of factors including careful preparation before the interview stage and finding the most suitable candidate for the position to help your company grow.
        1. Write an effective job description –
        A good job description includes a job title, a brief summary of what the job entails, a description of your company, and how the candidate can apply.
        2. Use the right recruitment tools –
        There is a wide range of recruitment tools that you can use to publicize your job ad and monitor applications while creating exposure for your company. These include job boards, social media, recruitment agencies, your company website, and advertising through traditional media.
        3. Do an initial screen of applicants –
        Doing an initial screen of candidates over the telephone will allow you to separate strong candidates from weaker ones and help you to save time during the interview stage. You can also use standardized tests to assess their skills or ask to see their portfolio.
        4. Interview the best candidates –
        Decide whether to ask behavioral interview questions or situational questions during the interviews. Once you've narrowed down your list to the best applicants, invite them to an interview to confirm their skills and qualifications, and ensure they're a great fit for your company culture.
        5. Maek a job offer –
        Once you have selected your best candidate, give them a call and make an offer. If they've confirmed, be sure to send them a job offer letter to seal the deal.

        How do you attract the best candidates?
        Again, the key is making the position and your company attractive. You'll waste lots of money trying to push a job people don't find interesting on job boards or with other online recruitment methods. But if you know what will make your position attractive to candidates and focus your job postings around that, you might be able to fill the job free.

        How can I improve my recruitment skills?
        1. What is your goal? –
        Before you begin the hiring process, it's important to think about the overall goal you are trying to achieve. Do you need to hire an experienced candidate to fill a technical position? Or do you need entry-level candidates who can grow along with the company? Once you understand your goal, you can tailor the recruiting process according to your needs.
        2. Attract the right talent –
        Make sure that your job descriptions are clear and appealing to job seekers. If a candidate declines an interview, ask them if they know of anyone else who might want to apply.
        3. Source candidates in the right places –
        Where you look for candidates matters just as much as the job description itself. So be sure to advertise your position on the right platforms. If the role is more suited to creatives, try posting your job on social media engaging with candidates on niche platforms like Reddit. You can also attend career events and ask your employees for referrals.
        4. Build a talent pool –
        A talent pool can greatly reduce your hiring time by allowing you to engage and source candidates before roles become available. Reach out to past candidates or employees to let them know about a prospective job opportunity.
        5. Invest in recruitment software –
        Applicant tracking systems and other software enable you to maintain a candidate database and manage the hiring process efficiently.

        Any advice on how to recruit employees on a tight budget?
        It's pretty common for startups to operate on a tight budget, but there are plenty of ways to get the word out, including free job posting sites. You can also promote jobs on social media for free, and ask your current staff for referrals. There's no shortage of recruiting methods that can work on a budget. The key is making a good argument for why the best candidates should want to work with you.

        What are some online recruitment strategies even small or new startups can put in practice?
        At this stage, one of the best recruiting ideas to focus on is that everything you do online can be part of recruiting. Whether it's a blog post, a tweet, a Facebook "We Are Hiring" image post, etc. it all has the potential to be found and form part of how potential candidates view your company. When you're talking to employees about how to create a recruitment strategy, try to get them to start asking themselves "how would a potential employee see this?"

        What is a passive candidate?
        A passive candidate is a potential job applicant who is not actively seeking a new job, but is open to changing jobs if an opportunity is presented to them. It is estimated that passive candidates make up about 75 percent of the potential candidate pool.

        19 Recruitment Strategy Mistakes:

        Implementing creative recruiting strategies will help get your jobs seen by candidates who are looking for a new role. It will also make it faster to hire great candidates, more consistently, and with significantly less effort.
        We asked recruitment experts "What is the single biggest mistake employers make when recruiting employees?"

        1. Not treating great applicants like great customers.
        Treat your recruitment strategy like you do your marketing and sales funnel. If you receive a high-quality lead, would you wait 3 days to call that lead? Then don’t do that to a high-quality candidate. You should move heaven and earth to accommodate that candidate, impress them and treat them to a great hiring experience.

        2. Failing to understand the cost/benefit of a new employee before you hire.
        Before you hire, you need to know what the potential costs and benefits are. This is considered to be part of best practices for recruiting employees. When figuring out the potential cost, be thorough and include everything so you have the full picture.

        3. Hiring a full-time employee when you only need a freelancer.
        Sometimes math just isn't on your side, but you still have a job that needs to be done. In fact, you may want to consider freelancers even if you can afford a regular employee.

        Many freelancers will jump at the opportunity to join a fast growing startup in the early days, and you get the chance to see how they work and how well you work together.

        4. Not hiring employees that thrive at each stage of the company lifecycle.
        You'll need the kind of people that can navigate a fast-changing landscape with little oversight and guidance, and quickly learn new tasks as they become necessary.

        Not sure if an employee can "hack" the startup environment? Try freelancing first, as we mentioned earlier, or do what companies like Automattic do - figure it out by having potential employees do real (paid) tasks with the team before making it official.

        5. Failing to strengthen your employer brand with content marketing.
        Business leaders are convinced that branding to acquire talent is critical to staying competitive.
        These days you don't need to run an ad during the Super Bowl to get the word out there. The internet has made publishing inexpensive and doable for any business, and content marketing is a great way to raise awareness about your brand.

        One of the key components to content marketing is sharing your knowledge to attract customers. Each member of your team probably has an area of expertise. Help them find ways of sharing this in a variety of places, whether it's writing a short article on Medium or your company blog, tweeting tidbits of wisdom, or answering questions on Quora.

        6. Not embracing a coaching culture to attract millennials.
        If you're not working to attract millennials to your company, then your recruiting strategy is heading nowhere. Not sure about that? Consider this.

        In just a few short years, millennials will make up nearly half the workforce. By 2030, they'll be 75 percent of it. Start strategizing now and working on some creative recruiting techniques if you want the best of this generation.

        7. Not having an office space millennials want to work in.
        Want to attract millennials to your startup? How you design your workspace should be part of your recruiting plan. Open office plans are much more popular among millennials than the rat mazes of yesteryear.

        Beyond open spaces, the office is also becoming a destination for millennials - a place where they work, exercise, eat and even sleep. Think about what you can offer employees that will make the office a destination.

        8. Not using data to optimize your hiring time.
        When we talked to the experts about recruitment strategies, another issue that came up over and over again was timing. Hire too slow, and you'll be bringing on employees to help mitigate disasters. Hire too quickly, and you won't get the best people.

        To help you gauge if you're getting the timing right, you'll want to start measuring your time to hire. Knowing this will help your company determine how much lead time you need for effective recruitment.

        9. Not having a strategy to attract the best cultural fits.
        Great companies are honest about their culture. They don’t want everyone to apply for their jobs, and you don’t either. Who wants to pick through a mountain of resumes full of potential new hires that aren’t going to work out?

        When you're promoting your employer brand, whether it's on your career page, social media or at an event, be honest and convey real information about daily life at the company. Most people don’t want to work for companies where they don’t think they’ll fit in.

        10. Ignoring passive candidates.
        Do you know where the biggest untapped source of potential candidates is? It's in the 75 percent of people who aren't even looking for a new job but would consider an offer if it came their way.

        Try recruiting with social media as one of your sourcing methods in recruitment. The best passive talent may not be checking out job boards, but they probably have accounts on Twitter, Facebook, and other social media. We've written up some great social recruiting tips that will help you get a jumpstart.

        11. Not using niche job boards.
        Job posting sites should be part of every recruitment strategy. They help you get the word out to scores of people that weren't possible to reach before the Internet.

        Be sure to look for niche job boards, the boards that focus directly on the type of jobs you’re hiring for. Hiring writers? Try Software developers? Visit GitHub Jobs. Sales? Go to Renewable energy workers? Here you go.

        12. Not addressing candidate pain points in your job post.
        You need to create job posts that get into your candidate's head and talk about the specific things that make your job better than the one they already have.

        13. Not using video as a key part of your hiring process.
        According to some estimates, video content will make up 80 percent of internet traffic in a few years. Which means video needs to become part of an effective recruitment strategy.

        You can start by creating a company culture video, accepting video applications, or performing video interviews.

        14. Not having a mobile-friendly candidate process.
        We know about the importance of responsive sites and a mobile-friendly experience for customers. And with at least 45 percent of job seekers using mobile devices for their search, we need to have it in mind for recruiting as well.

        15. Not leveraging employee referrals.
        Your best source for finding new employees is most often your existing team. If you’ve done your job and hired great people to begin with, then this has a network effect.

        If your current employees are happy, working on great stuff with a great team and making customers happy, then they're inclined to refer their friends and colleagues to join them.

        16. Failing to nurture your talent pool with drip email marketing.
        Once you've made the decision to hire for a position, put the rest of the promising candidates into a campaign that sends a drip email 2-3 times per year.

        Keep the emails simple. Remind people who you and your company are, ask them how they're doing, and make it easy for them to check out your careers page and connect with your company on social media if they want more info.

        17. Using interviewers with poor interview skills.
        Just being familiar with common interview questions and the best phone interviewing techniques is not enough to nail your interview process.

        Consider letting one person partner with each candidate. They can leverage this relationship at the offer stage and flag issues with hiring managers who are turning off good candidates.

        18. Ignoring rehires and alumni.
        Keep up with former employees if they performed well and left under positive circumstances. After all, they already know your company culture, and you know them.

        Turning rehires into a source of employees is easy as well. First of all, make sure that they're treated with respect when they exit, and that you do a great job with communication as they go.

        19. Not profiling your best employees.
        Look at the performance of your best employee to date. What makes that person special? Is it domain expertise? Is it hunger and drive? Is it raw intellectual horsepower? Maybe it's the will to learn and try new things?

        Whatever it is about that person, use it as a gauge to create your core values, and then hire for those values. Imagine a company where your entire team performs at the level of your best employee.

  7. Initial screening of applicants.
  8. Try responding to each application with an email that asks a series of around 5 questions pertinent to the position. The questions should take about 20 minutes to answer and should require the level of experience you'd expect for the job. Average candidates will not respond and great ones will, so it is an easy and efficient screening step.

  9. Interviewing candidates.
  10. Start off with a 15-minute phone interview. This will allow you to quickly determine if they really meet your qualifications and if your expectations and goals line up. We've got a full guide to phone interviews, with sample questions. For some roles you may need more specific interview questions.

  11. Making your job offer.
  12. As you go through the hiring process, be sure to check in several times with candidates on what their expected salary is. This can change, depending on other offers they're looking at. When it comes time to make your offer, send a great job offer letter template that explains everything that you're offering, including paid time off and any perks or allowances for equipment, etc.

  13. Onboarding and new employee orientation.
  14. Once your offer has been accepted, it's time to bring the new employee on board. There will be new employee paperwork you'll need to take care of, and you'll need to introduce them to your team, their workspace, and the company culture. You'll also want to go over projects and expectations for the coming months as part of a complete new employee orientation.

  15. Training your new hire.
  16. Once new employees have been shown the basics through your orientation and onboarding process, it's time to train them on any new job-related tasks they'll be responsible for.