Hiring a new employee and creating a job posting that is eye-catching can be a challenge at times. Below are some "Tips and Tricks" provided by our local Employment Services of Ontario.
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Clarity is Key
Be specific about who you are and what the position entails. Job postings that are vague or general in nature don't tend to get a strong response.
If there is flexibility in requirements, it's best to acknowledge that there is flexibility in the posting. (e.g. education level, experience required, etc) Some potential applicants may self-eliminate if they feel they don't meet the stated requirements.
Job postings that give a salary or wage range tend to get a much stronger response than job postings that don't.
Prompt Turnaround Time
In today's competitive labour market, it's crucial for employers to reach out to applicants fairly soon after a posting closes. This lessens the risk of losing out on strong candidates to other opportunities.
Ensure your interview questions are relevant to the position but also reflect what you are looking for in a candidate. If your position involves a lot of customer service, the questions should reflect this.
Acknowledge the Awkwardness
A lot of people struggle with job interviews, regardless of how much they prepare. If an otherwise strong candidate interviews poorly, consider giving them a second opportunity to connect with you. The initial awkwardness or nervousness may be lessened, and you might get a more accurate reflection on their suitability for the position.
Give an Opportunity for Questions
It's always good to give the interviewee a chance to ask you any questions at the end of an interview. It may be a question about the position, the company, or even the interview process, but it is valuable for you and the applicant.
Orientation for a new hire may not be the same for everyone, but it is critical to take the time to ensure your new hire is aware of health and safety protocols and company policies and procedures. If possible and appropriate, allow the new hire to job shadow an experienced colleague during the first few days of training.
Onboarding shouldn't be complete after the first week of employment. Check in with the new hire regularly to ensure that they are feeling comfortable with the new role, and address any concerns or questions.
When possible, have opportunities for employees to grow and expand their skills and be recognized for valuable work. Opportunities for further training, pay increases, and other incentives help foster employee loyalty.