Whether you need to fill a vacant position, or you’re looking to hire into a newly created position, a little pre-planning will make the recruitment process a little easier.


Here are six best hiring practice tips that you may want to consider:


1. Know exactly what skills are needed prior to your first interview:  Write down the skills, education and experience are needed for your candidate to be successful.


2. Develop a job description:  Summarizing the tasks required in your job is an important step.  If you are not clear on all of the work that your employee will be performing in the position, you won’t ask the right interview questions and you’ll risk making a poor hiring decision.


A job description will also help your applicant to understand what you expect of them, and can be used as a road map after the person is hired.


3. Prepare your interview questions in advance of the interview:  Don’t go into the interview expecting that you’ll remember to ask all of the right questions.  You’ll likely not remember the key questions that you should ask which will almost guarantee a poor hiring decision.


You can use your job description as your roadmap when creating your interview questions.


4.  Determine the salary range in advance of the interview:  Your company may already have pre-determined salary ranges for the jobs within your organization.  In that case, determining a salary range in advance of your interview will be easy.


If you are part of a smaller organization and you don’t have pre-determined grades or salary ranges in place, you should take a little time to compare comparable salaries within your company as well as take a look at salaries within your area in order to determine what the going rate is for certain types of jobs.


You can find out this information fairly easily by performing searches on large job boards such as Monster.com, or by using free research tools such as Salary.com.


5. Check the references of your top candidates before making a job offer:  Always ask your candidates to provide the contact information for their current and past supervisors.  Always insist on speaking with a supervisor for each and every job that you are checking references for.


There are instances where the supervisor is no longer working at a particular company.  Ask your candidate if they are able to find out where the supervisor may be working currently.


When all else fails, ask for the employee to provide performance evaluations signed by the former supervisor, or ask to speak with their supervisor’s peer within the company.


Only the supervisor can give you an accurate accounting of your candidate’s experience with them.  Colleague references should only be used to supplement supervisory references and not replace the supervisor reference.


If you are unable to get supervisor references, you’ll need to make a decision as to whether you’ll want to move forward with hiring the candidate.


Hiring someone without complete references is a tricky proposition so be sure to set clear work expectations.


6.  Take the time to orient your new staff member once they’re onboard:  Don’t leave new employees to their own devices.  Welcome your new employee on the first day with a continental breakfast.  Review the new job with them.  Discuss benefits. Introduce your new employee to other staff members; show them where the best places to eat lunch.  Do everything that you can to make them comfortable and welcome.

6 Surefire Employee Hiring Tips