How to Create an Effective Employee Screening Policy
If you’re the owner of a small business, it’s incredibly important to have a robust human resources plan – even if you’re not quite large enough to have your own HR department yet. When you’re working within the structure of a small business, each person you add to your team has the ability to increase the productivity and profits of your company.
On the other hand, a bad hire can have detrimental effects. In fact, a poor hiring choice can cost a company $7,000 to $10,000 for an entry-level to mid-level range job. If you hire the wrong person for a manager level position, it can cost up to $40,000. When you’re in charge of a small business, those budgets can be tight and most companies can’t afford to lose that kind of money. So, what can you do to avoid it? Keep reading to find out!
Here are our tips for creating an effective employee screening policy so you know you’re only hiring the best people:
Create an effective job posting
The first step to creating a strong employee screening policy is writing a job description that accurately captures a position’s full list of responsibilities and tasks. An accurate, thorough job posting will help give applicants a better idea of what to expect if they get hired.
Here are some key tenets to stick to when you’re crafting your job posting:
- Outline the main tasks and responsibilities of the position
- List out required and preferred hard skills
- List out any soft skills such as good communication, easy-going, etc.
- Work experience requirements
- Reporting relationships
- Education and certification requirements
In addition, it’s a good idea to add some sort of test to screen your pool of candidates. For example, if you’re posting an open role for a writing position, consider adding a written test to the application process after reviewing resumes that show promise.
However, when you’re creating a sample task for applicants to complete, make sure the candidates can complete it within two hours or pay them for their time if it will take longer.
Use a background check
A background check is an imperative step for screening potential employees. Why? Because if you’re ready to bring on an applicant who seems perfect, it’s time to verify that the person doesn’t have any red flags. A background check can help look for issues like possible eviction records, criminal history, and credit history.
Why is this so crucial? Let’s imagine this scenario: you’re hiring for a financial management position. You think you’ve found the perfect candidate. And on paper, he is perfect. You submit his information for a background check and find out that he’s actually in trouble with the IRS for failing to pay his taxes and he has a poor credit score. Is that somebody you want managing your company or clients’ finances? Probably not.
While this is just a hypothetical situation, something similar could take place at your own company, so it’s important to do your due diligence when you’re looking to hire.
Make an airtight onboarding process
After you’ve created an amazing job description, sifted through mountains of resumes, interviewed a cadre of applicants, and submitted a background check – you found your new hire. Congratulations! However, this is not the time to let your guard down. Now, you’ll need to support your new employee while he or she is learning the ropes. Make sure to hold frequent meetings with that new employee to make sure you’re keeping tabs on how the learning curve is being handled. It’s also a good way to nip any issues in the bud.
Screening policy takeaways
The hiring process is arduous, but it doesn’t have to be. By using the tips outlined in this article, you’ll be on your way to finding your next amazing employee who’ll help streamline your workflow and increase team morale. Do your due diligence and you can be sure you’re getting the cream of the crop.