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Your 8-Part Hiring Process Checklist

The success rate for new hires is pretty grim.

Half of all new hires either quit or are terminated within the first 18 months. And according to the Work Institute, about one-third of those new hires quit before their first anniversary.

However, sticking it out at a new company doesn’t necessarily mean an employee is successful. Sadly, only 19% of new-hires will be the kind of top candidate hiring managers are actually looking for.

That’s why your hiring process checklist needs to do more than just serve as a series of reminders.

Instead, incorporate a strategy into every step of your hiring checklist to attract only those candidates who are most likely to earn their anniversary cake.

Afterall, uncovering the candidates with that special mix of hard and soft skills begins long before you even write a job description.

The following recruitment process checklist can be your go-to game plan for optimizing your hiring process and finding that top candidate.

Identify Core Values

Look to your top performers and identify around three traits they all have. These traits will be core characteristics that will make your top candidate a good fit for your job opening.

Determine Requirements

In addition to core characteristics, you’ll also need to determine what a winning candidate looks like in terms of personality, qualifications, and experience.

Now is also a good time to list out reasons your company is a great place to work.

Keep in mind, you’re not the only one conducting interviews during the hiring process.

Your top candidate will also be interviewing your company and assessing its overall value. This being said, the entire candidate experience should help convince potential new hires of the awesomeness of your company.

Write the Job Description

Help job seekers self-qualify by writing a job description that appeals to your top candidate.

For example, the top candidate with an attention to detail doesn’t just submit reports – they submit meticulous reports.

And don’t gloss over the less savory parts of the job.

Many new hires leave because the job isn’t exactly what they thought it would be. In other words, they find themselves doing tasks they don’t necessarily like – which could ultimately lead to an early departure.

But at the same time, don’t forget to sprinkle in some of the main reasons why your company is a great place to work and why this particular job position is a great opportunity.

Pro Tip: Research and use top-performing keywords to get your job description in front of the right people.

Post the Job Opening

Post the opening to a variety of job boards, and try to post it on different days. This is because job opening sites favor new postings, and your top candidate will likely use multiple platforms to hunt for a new job.

If you’re able to keep your job opening fresh across multiple sites, then it’s more likely to appear at the top of search results more often.

Don’t Forget: Speed up the search for a new hire, and share all open positions to social media and relevant networking sites.

Conduct the Phone Interview

Phone screening in the interview process should be used to go over basic resume information and to fill in any missing gaps.

This can help you weed out unqualified candidates and save you time in the process.

On top of this, it’ll give you the opportunity to explain the hiring process, future interviews, and job requirements. This can ultimately improve the hiring process experience and help candidates determine if a position is right for them.

Conduct the First In-Person Interview

At this stage of the interview process, questions about technical skills should focus on proficiency and problem-solving. To do this, you should be prepared to ask qualified candidates how they would solve specific problems.

Also, you’ll want to use this step to ask behavioral questions that can help you begin to assess an interviewee's interpersonal skills. This being said, be prepared to ask candidates how they previously overcame job-specific challenges and dealt with team-related hurdles.

Pro Tip: Improve your candidate’s experience by taking them on a tour of the company and introducing them to the people they might eventually work with.

Final Round of the Interview Process

At this point in the hiring process, you should be confident that all the qualified candidates have the right technical skills required for the position. The final round of the interview should be structured in a way that allows you to determine which top candidate has the right attitude and personality for your team (and company as a whole).

The hiring manager should invite team members to participate in this stage of the interview process and give them the opportunity to ask each candidate their own questions.

Make the Job Offer

Increase the likelihood of snagging the most qualified candidate by acting quickly. Express your enthusiasm, and tell this person why you think they're a good fit.

Remember, you’re probably not the only company a candidate is interviewing with and actively interested in. The more excitement and interest you show, the more likely it is that your candidate will express those same sentiments.

Pro Tip: Take the time during this meeting to explain job benefits and salary thoroughly. A top candidate who is already employed will be more likely to leave their current job if your salary offer is 10% higher than their current salary.

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