How To Hire Your Next Employee Series: Hiring Your Next Employee

Hire Your Perfect Employee

Liz Strikwerda

Content strategist and corporate blogger (2000+ posts). Her work has been featured on G2's Learning Hub, Human Resources Today, CloserIQ, Better Buys and over 500 business websites. She plays bluegrass mandolin and enjoys hiking in the red rock wilderness of southern Utah. Connect with me on LinkedIn

This is the final post in our How To Hire Your Next Employee: The Ultimate Guide.

In today’s post, we describe how to hire with ApplicantStack. Hiring is the hand-off point between the applicant tracking process and the onboarding workflow.

Before we continue, let’s review where we are in the process:

  • Create a Job Description
  • Prescreening Preparation
  • Post Job to Job Boards
  • Candidate Scoring
  • Schedule Interviews
  • Collect Team Feedback
  • Making a Selection
  • Extending a Job Offer
  • Hiring Your Next Employee

Hiring simply means the applicant accepted your offer of employment. They are now a lucky member of your team. Congratulations!

From Job Description to Hire With ApplicantStack Applicant Tracking Software

First, we created a precise job description.  We performed prescreening preparation by defining scoring criteria. As part of this process, we created a filtering questionnaire. The questionnaire included knockout questions that eliminated a slew of candidates before we wasted any time evaluating them.

After that, we posted the job to job boards, social media, and our careers page. The applications started coming in. ApplicantStack gathered the applicants into a database. We could see how many we had in real time. We could see which job board each applicant came from. The system filtered and sorted the applicants based on our criteria. Note that we hadn’t read even one resume at that point.

Automated Applicant Scoring

ApplicantStack scored each applicant and ordered them by their scores. We could see our top candidates throughout the process.

Have you noticed that we haven’t done any manual data entry? Each applicant entered their information in the initial application. ApplicantStack imported the data into the candidate profile and everywhere else it needed to go.

Applicant Communications

ApplicantStack has been communicating with each applicant throughout the process using email templates we created. Each applicant knew exactly when their application was received. If they were knocked out during the questionnaire, the system sent them a prompt, tactful notification.

After that, ApplicantStack simplified scheduling interviews. Our hiring team conducted the interviews. We gathered hiring team feedback.

ApplicantStack Helped Us Find The Ideal Employee

Then, we made a hiring selection with confidence. Just to be sure, we confirmed our decision with background and reference checks. Then we sent a professional, branded offer letter.

ApplicantStack Ensured a Successful Hiring Decision

Our next employee accepted our offer! This is what we do in the ApplicantStack dashboard for this step:

You can celebrate now!

But not for long. You’ve got a lot of work to do.

This transition is the first step in the onboarding process. It’s vital to communicate next steps effectively.

Why Onboarding Can Make or Break Your Company

Why is it essential to get the handoff from hire to onboarding right?

The quality of onboarding influences everything that comes next.

If your hiring process was effective, your new hire starts with high expectations. They are eager to dive in. Effective onboarding meets the expectations of an employee who experienced an exceptional recruiting process.

Good onboarding:

  1. Is structured
  2. Is personal
  3. Establishes loyalty
  4. Helps the new hire be successful
  5. Improves collective team morale

What is Poor Onboarding?

There is an epidemic of poor onboarding in companies of all shapes and sizes. Read through these and see if they sound familiar.

  • The new hire enters an atmosphere of confusion or apathy
  • No one takes ownership of the onboarding process
  • The process is impersonal
  • HR bombards the new hire with paperwork
  • The manager doesn’t communicate expectations
  • The new hire doesn’t receive enough training

When a new hire experiences haphazard onboarding, they start questioning their decision to take the job. They wonder if they have a future at your company. This belief can be impossible to change.

U.S. Employers Don’t Take Onboarding Seriously

The Aberdeen Group (a market research firm) reports sobering statistics about the state of onboarding:

  • 31% of workers have quit a job after less than 6 months
  • 53% of employees said they could do their job better with improved training
  • Only 32% of employers have a formal onboarding program
  • 56% of self-labeled ‘disengaged’ employees said they got poor training or no training at all
  • 17.5% of employees said they didn’t understand what was expected of them until they had worked 90 days or more

Distinguish Your Company With First-Class Onboarding

The good news? The overall sad state of onboarding presents an opportunity for you. You can create a superior onboarding process with SwipeClock WorkforceHUB. WorkforceHUB is a unified Human Resources portal that manages the entire employee life cycle.

Exceptional onboarding will be an important competitive advantage. Your secret weapon for business success. The benefits will compound over time.

Thanks For Your Interest in SwipeClock ApplicantStack

We hope you have enjoyed our series How To Hire Your Next Employee: The Ultimate Guide.

We are working on our next Human Resources series: How To Onboard Your Next Employee: The Ultimate Guide. It will also include a comprehensive whitepaper, videos, blog posts, and a handy infographic.

Take a look at this entire series as an infographic!

Simplify HR management today.

Simplify HR management today.

Photo by Yan Krukov from Pexels

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