Hiring great employees is the key to growing your business. A thoughtful hiring process includes well-written job descriptions, recruitment ads, interview processes, and strong compensation packages. All of these steps will help you find the right talent for your work requirements. A sound hiring process also prevents potential labor law violations and turnovers.
下载我们的免费如何聘请员工清单following these seven steps.
Start With a Job Description
- Date of last revision (make note of the date the last time any updates were made)
- Status (is this a full-time, part-time or temporary position?)
- Document owner (which is typically HR)
- Lastly, a “position summary” should be added at the bottom of this section. This should be four to six sentences that generally outline the duties and operating level of this role.
该primary purpose of this document is to define the job, its duties, and responsibilities. The larger portion of the job description will be taken up with this defining information. It is not uncommon to highlight 12 – 20 primary features of the job, listed in order of importance or primary duties, and having more than 20 isn’t overkill.
该Society for Human Resource Management（SHRM）注意到，“基本职能是员工必须能够在有或没有合理住宿的情况下执行的基本工作职责。”您应该仔细检查组织中的每个作业，以确定哪些功能对于该职位的性能至关重要。同样，这在采取任何就业行动之前尤为重要，例如招聘，广告，招聘，促进（或就此事项的就业终止）。
当然，所需的确切软技能将因工作或行业而异。例如，一个sales rolewill require a person with good listening, selling, and persuasion skills, while anaccounting rolewill require an individual who is organized and attentive to detail. Here’s a sample管理工作描述为an example.
Think about the kinds of work experience you would like your new hire to have. In addition to education and training, many skills are learned on the job. For example, a top sales professional may never have graduated from college. A graphic designer, web developer or line cook may be completely self-taught, and so on. Instead, think of the experience and skills you prefer they possess. Much of the time it is best to clarify what is “required” and what is “preferred” by way of experience, education, and skill sets.
Here are some examples of the kind of experience statements you might want to include in your job description:
- Four years of customer service experience in a fast-paced sales environment; two years in IT sales preferred.
- Ten years of multi-restaurant management or former GM managing at least $100,000 in sales each month.
- Three years of transportation dispatch experience with temperature-controlled carriers; food service transportation experience preferred.
Fair Labor Practices
It’s worth mentioning that a poorly written job description may be used against you by a prospective employee. For example, let’s say that the job description states that you’re “looking for a strong man” to load trucks. That language is discriminatory, so be certain to write the job description in cultural, race, and gender-neutral characterizations. Federal labor laws enforced by the Equal Opportunity Employment Commission (EEOC）确保在包括工作广告，面试，招聘和继续就业等公平劳动惯例。
Keep in mind that美国劳动和就业法决定就业条件，如您需要支付雇员的费用（最低工资和加班费），并且他们还指定了公平的就业实践，例如反歧视保护课程，如老年工人，残疾人或孕妇命名为几个。
2. Set Yourself up for Hiring Employees
Most business owners know toset up a tax IDand注册他们的业务with each state they do business in—but if you haven’t done that yet, those startup tasks need to be completed before you hire your first team member. You’ll also want to find HR/薪资软件as well as aworkers’ compensation计划涵盖员工。
In fact, some small businesses find these administrative tasks daunting and choose to employ workers without hiring them directly. Instead, they find1099个独立承包商或注册virtual assistant company(VA) to provide them with staff. However, before you go that route, make sure you don’t run afoul of the IRS by misclassifying workers. You need to understand the difference betweenW2员工和1099年合同工作人员。
3. Consider Pay + Benefits = Total Compensation
While a job description is essential, job seekers pay close attention to the salary and perks a business offers as well. Make sure you set the appropriatecompensation贵公司的任何新角色的级别。此外，在思考如何聘请员工时，您需要考虑如何最好地支付它们，提供有哪些福利以及可能引起求职者的利益的任何其他津贴。它不仅仅是关于在职位的轨道内部的市场熊的熊（例如，CFO或电工在您所在国家的轨道）中的支付是什么。这里的临界点是在整个补偿包中具有竞争力。
Determine a Reasonable Pay Rate
Decide on Benefits Offerings
员工福利远远超越健康保险，通常包括带薪休假（PTO）或假期和病假。一些国家mandate paid sick leavebe given to employees, but health insurance itself isn’t required under the Affordable Care Act (ACA) until your business has at least 50 employees, although it’s the No. 1 benefit employees want. Here are helpfulhealth insurance related questions您可能想在与保险经纪人合作或提供健康保险范围之前问自己。
Offering Perks That Employees Want
一种savvy way an employer can display to employees the total value of their benefits and compensation package is to present a total compensation statement. These statements can look a lot of different ways. The more detail that an employer can provide in these statements the more information the candidate will have to make their decision as compared to other potential employment options. Helpful and common attributes to include in a total compensation statement include:
- Salary/hourly rate
- Medical benefits coverage (include amount paid by employee and employer and how long the waiting period will be)
- Flexible Spending Account (FSA) or Health Savings Account (HSA) information
- 支付休假 - 包括假期/病假/ PTO，假期，个人，丧亲，军事工资，陪审团责任，国家所需的薪水等等
- Disability insurance
- Life insurance
- Employee assistance program(EAP)
- 退休福利 - 包括401（k）/ 403（b），养老金计划等
- Learning, training and development programs and opportunities
Once you’ve done all the prep work, it’s time to post or advertise your job. These days, most businesses use job boards for recruiting, but posting a job ad online isn’t the only option. Here are some tips provided by business owners on common ways tofind employees。
该difference between the job description and a job ad is subtle. A job ad starts with a job description’s most critical details (certainly not the entire thing) but it also adds marketing details and a call to action to entice job seekers to apply. For example, it might include a bit about your company culture, showcase the benefits you offer or include a hiring bonus. Here’s an article on how to招聘招聘员工。
雇佣最优秀的人才,优化你的能力it’s a good idea to create the type of firm, high-quality candidates want to work for. You wouldn’t hire someone based only on a resume, and candidates aren’t going to decide based only on a job description. Employer branding is how your company is perceived by prospective and current employees both online and on-site. And, positiveemployer brandingcan reduce hiring costs by attracting more candidates per job opening.
一般来说,雇主品牌包括定义cultural and management values your company stands for, explaining how employees benefit from working for you and getting the word out in job descriptions and general marketing communications. In fact, Indeed, like Glassdoor, offers a free Company Reviews page that can serve as your company branding site. You can ask existing employees to post online reviews showcasing your business as a great place to work.
您可以在您的业务中发布签名以吸引步入式申请人，但找到合格的工作候选人的最常见手段是使用在线职位委员会招聘员工。发布工作后，您可以在您希望申请的社交媒体或电子邮件中分享它。此外，有些雇主更喜欢免费使用applicant tracking system跟踪他们的工作发布，谁申请每项工作。
We find确实to be a great job posting site because it’s free and contains its own ATS. It’s also the largest job board producing up to six times more hires than its competitors. It’s a great place to post jobs as well as showcase your company’s employment brand. Here’s a quick guide on how to最大化您的确实职位如果你想了解更多。
Employees are a great, and perhaps the best, source for untapped job talent as they may know of individuals with just the right skills to join your company. If you post your job on an online job posting site, you can share the link and job description with existing employees and ask them to help you recruit their next co-worker.
Here are some tips on making the most ofemployee referrals：
- Be a company of choice:That’ll make your existing team members more likely to recommend jobs to people within their network.
- Communicate your enthusiasm:在谈论开放的角色和机会时，分享您的热情，兴奋可以帮助互动和吸引员工的朋友和家人申请。
- 奖励员工：When you hire an employee referred to you by an existing team member, consider offering your team member a referral bonus.
一种nother popular option for a small business is to hire a recruitment firm with expertise in sourcing candidates. Typically a recruiter will charge you a percentage (30-40%) of the new hire’s first-year salary—but that may be worth it to get a top-notch candidate you may not have found on your own. Read our article on人力资源管理人员与招聘人员如果您想使用招聘人员可能有意义了解更多信息。
一种n ATS like Freshteam makes it easy to post to multiple job boards (including Indeed), engage with candidates, and collaborate with hiring team members, all from one dashboard. In addition, all your recruiting is done online letting you see on one dashboard where candidates are in the recruiting pipeline. Freshteam is free for small businesses with up to 50 employees. Sign up for free.
5. Evaluating Resumes and Interviewing Candidates
Once you begin receiving job applications, the time-consuming process of evaluating job applicants begins. If you’ve used a job posting site, you may have found it provides online tools to assess job applicant qualifications in advance—such asresume screening。Otherwise, you’ll start by reading applications and resumes to determine which candidates to interview.
We recommend a new way of thinking when it comes to employment applications. In the past, people thought making job applications time-consuming would rule out casual job seekers. The lengthier your application process is, the greater the risk of having passive job seekers (candidates who are presently employed) pass you up. We recommend that you make it as easy as possible for passive job seekers to apply for your positions.
当你读过时职位申请表格and resumes, it’s best to have the job description handy. That way you can see which job seekers best match your open job role (by skills, education, and experience). You’ll find that a large percentage of job seekers fire off resumes with no regard for whether their skills match the ad posting. It’s easiest to set those aside into a “no” or “not qualified” pile once you recognize that candidates do not qualify for your role.
Once you’re done sorting, it’s time to schedule interviews. Be certain you have a good interviewing process established, which should always include more than the hiring manager or the HR representative. Additionally, knowing what you can and cannot ask in interviews is essential. Another Fit Small Business article we strongly recommend is “访谈和招聘时，您的终极指南就业法。“本指南通过面试的法律思维领域和良好和坏的问题走。
Consider setting up a quick phone interview to assess each job seeker’s interest in the role before committing yourself or your managers to a full interview appointment. (Some applicants may have already accepted a job with another firm, others may not be as good a fit as they appear to be on paper.) Here are a number of the most common forms of interviews, each with their own merits and potential drawbacks.
电话面试通常是简短的。您联系候选人，感谢他们申请并询问他们是否会介意回答几个问题。他们如何应对会告诉你对角色的真正兴趣。不知道要问什么？这是样本phone interview questions。
如果您正在与仍在工作的人面试，或者在从城外移开的人，那么视频采访就会是最好的。他们也非常适合团队访谈（拥有超过一个以上的经理）或用于偏远和工作的候选人。如果你还没有video conferencing software（许多是免费的）。
In-person interviews are the most common interview type managers think of when they imagine interviewing a new hire. But in-person interviews are notoriously inefficient and may result in you selecting a candidate based on how similar they are to you, rather than how qualified they are. Here are tips on如何采访某人to avoid that kind of interview bias.
Use Caution When Interviewing
意识到最近labor lawupdates at the federal and state level may restrict the kind of questions you can ask: i.e., criminal background, salary history, and so on. In addition, newanti-discrimination在纽约这样的某些地点（纽约市禁令基于发型）时正在添加法律。看看我们的例子采访问题以避免。
Thank Candidates for Applying
请记住，与那些没有成为那些做的人的人迅速沟通。对于那些你要拒绝的人，请发送提示拒绝信件。You are representing your company’s brand with each candidate you speak with, even if they are not a candidate of choice, they may be a customer or, in general, a fan of your brand.
该best person for the job is the individual who best fits the job requirements and who has the highest likelihood to succeed in the role within your organization. It’s a good idea to contact prior employers and check the candidate’s参考资料了解候选人的优势。看看您的候选LinkedIn个人资料也不是一个坏主意，以确保它与恢复中列出的属性匹配。
Note: In some roles, like finance or child care, it’s also important to conduct abackground check和/或雇用前drug screenonce you choose which person to hire and after they have accepted in writing (via a signed offer letter).
该good news about writing a job offer is that you don’t often have to do it from scratch. Job posting sites like确实offer templates and you can create your own. What’s most important is that you document the job offer title, start date, and pay rate. It’s also a good idea, since we have mentioned it above, to make the job offer contingent upon a successful background check, required physicals, drug tests or any other pre-hire criteria you plan to do. You can use ourjob offer templateas a starting point.
Negotiating the Offer
一种t Will Employment
在大多数州，有一个概念被称为at will就业可以让你或员工to end the employment relationship at will. However, the court system is a bit tougher on employers to maintain documentation and demonstrate that there’s no discrimination going on should a worker file a lawsuit. They tend to favor employees. That’s why it’s a good idea to educate yourself on the employment rules in your state as well as overall labor laws. Make sure you take this into consideration when putting together any employment contracts.
7. Plan to Onboard Your New Hire
一旦你的新雇用达成了你的工作机会，就是时候计划他们了onboarding。Think about what they’ll need for a good first experience at your company. It may be a fully stocked desk. It may be a uniform, computer, name tag or campus I.D. and a copy of the employee handbook. Or you may want to celebrate their arrival with a welcome breakfast on-site or lunch with their supervisor (which we recommend).
我们建议使用新租用清单to ensure you give the new hire a solid welcome and get them off to a good start. The checklist will remind you of all the things you need to do on the employee’s first day. Most of all, don’t forget to welcome them to the team and introduce them to co-workers.
Employee Retention Reduces Your Need to Replace Employees
当您考虑到招聘费用和新员工培训费用时，retaining good employees是让您的业务完全员工的最有利可图的方式。来源对最佳保留策略不同，但最重要的是员工人力资源员工建议书的建议。
Everyone likes to know where they stand. Employees value receiving personalized feedback on their strengths and growth opportunities. A strong performance management process with 360 performance reviews can help them feel more secure and happier in the long run. This will lead to them staying longer.Performance management softwarecan make it easier for you to keep employees motivated and engaged at peak performance.
Promote Employee Training
对于他们的辛勤工作，不能欣赏消除员工的一件事。有一个提供的程序员工认可when appropriate. This could be personal recognition directly to the employee or, even better, public acknowledgment that’s visible to the entire company like on a bulletin board, Slack channel, or at a company event.
Make Sure Employees are Engaged & Motivated
找到员工的最佳地点是在职位委员会上发布您的开放工作。许多职位广告网站，就像实际上是免费的雇主。这是一个列表free job posting sites。
How do small businesses pay employees?
What forms are required to hire employees?