Did you know? One of the biggest mistakes that a leader can make is doing too much. 

In such a situation, perhaps due to a lack of trust in their employees or just an impulsive need to control every facet of the process, the leader forgets the importance of delegation. And, in doing so, creates an environment where they have to take care of everything themselves.

Step-by-Step Process for Hiring Top Talent

Hiring Top Talent! (Picture was taken by: styles66)

The hiring process is one that is generally based on references or direct communication with the candidates. More specifically, prefer to hear their work history directly from the mouth of their past employees so that we can get a clear idea of their work ethic, but there are times when, after talking with a candidate directly, we will take a gamble based on how much they impress during the interview process.”

We’ve summarized a more thorough breakdown of his hiring process below for someone interested in following along:

1. Evaluate the empty positions.

Evaluate Empty Positions! (Picture was taken by: katielwhite)

The first thing that should be considered when you’re hiring is what position needs to be filled. This might seem pretty obvious, but it’s actually one of the most important steps that leaders tend to take for granted.

Of course you need to know what position needs to be filled! But, how many people actually consider what kind of person is best to fulfill a specific role rather than just filling in an empty desk? Simply put, this step is a reminder that you need to look a little deeper to make sure that you get the right person.

2. Work on your job description.

The job description is one of the most important aspects to prepare when hiring. In order to get it right, it’s important to take into consideration all the things that you thought up in the previous step and condense it in a way that will attract the best candidates. 

For this step, the most crucial thing is for you to be clear about your expectations so that you don’t have to spend time on under or overqualified candidates who are not suitable for the job position.

3. Start your recruitment.

Job Description & Recruitment (Picture was taken by: Markus Winkler)

Every company has its own method of handling recruitment. Some prefer to do things in-house, while others may hire a recruitment firm or agency to do a bulk of the task for them. This should be considered carefully so you don’t feel pressured later on when things get troublesome. 

4. Consider available candidates carefully.

Once recruitment has been launched, the next step is to carefully look through all of the candidates. You need tp be more involved in this step. And, as mentioned in the beginning, he looks at references first to get a measure of the candidates’ previous work ethic.

At this stage, it might be tempting to simply pick a candidate that has a good resume and leave it at that, if only to save up on time, but it’s important that you patiently wait until you have a good pool of candidates to pick through. Otherwise, you might find yourself settling on the wrong candidate.

5. Interview the best candidates.

Job Interview (Picture was taken by: Van Tay Media)

The interview step is a favorite part of the process. You need to give candidates a chance to impress you, and for this, make sure that the interviews are carefully arranged. You give each candidate time to prepare themselves so that you can make sure that every candidate is given the opportunity to show their best selves.

Of course, you don’t delay when you find good candidates during post-interview procedures. Although for the most part, you also take your ‘gut instinct’ into account and doesn’t hesitate when extending rewards (e.g., higher pay and better benefits) to the most promising candidates.