Building a team doesn’t have to be difficult. Believe me, I know.
When I was tasked with developing a new team of writers, I had no idea how to begin. I had no previous experience of the hiring process and while I knew the kind of people I needed to hire, I didn’t know how to get started.
Luckily, being thrown in at the deep end forced me to learn HR best practices and to master the recruitment process – so that now, I’m in my element when hiring and I’m often brought in to help other departments. Here’s how I go about making a hire.
Before the Interview:
I work for an essay service, and so perhaps I’m a little biased here. But the truth is that if you want to build the perfect team, it all starts with the perfect job description. Writing quality counts, so get a professional to help if you can’t do it alone. This might sound like overkill, but if you want to build the perfect team then you need to attract top talent – and they’ll be put off by vague descriptions and shoddy spelling.
This is also the perfect time to outline individual jobs and responsibilities. You’ll need this when they join, but you can also share it with applicants so that they have a better idea of how they can help you. It then falls to them to sell themselves at the next stage when you call them in for an interview.
During the Interview:
There are plenty of resources out there that will provide you with a sample set of interview questions, and so we’re not going to touch on that. That said, there are a few tips for streamlining the interview process that can help anyone in any industry.
You’ll want to start by carrying out phone interviews, because that saves time for all parties and helps to whittle your applicants down to just those who are a good fit. But good isn’t good enough, so when you bring them in for a face-to-face, be sure to assess both their ability to do the job and how well they fit with the rest of the team. Skills can be taught but culture can’t be forced, so bear in mind that the perfect hire may still need a little training to bring them up to speed.
After the Interview:
Once you’ve interviewed your candidates, you’re ready to make a formal offer. Have an amount in mind but prepare to negotiate if you need to, and follow up with your new employee by copying them into emails and inviting them to social events before they start. That way, they’ll be ready to get going from their first day at the office. It will also help them to become a part of the perfect team that you’re building – and not just a star player who refuses to pass the ball.
Remember that recruitment is only the start of it – and that after you make a hire, you’ll need to nurture your staff so that they grow into their role and continue to benefit the company. But that’s another topic for another time.
