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Step 1
Think about the position you need to fill and determine your employee needs. Consider technical skills, education, people skills and adaptability. What type of person is needed to fill the position? What are you willing to settle for? What makes for great employees?
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Step 2
Compile a job profile based on the position needs. The job profile should include all job duties and competencies required to perform the job. Include the pay range and benefits for the position. The job profile will be for your company's needs only.
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Step 3
Compose a realistic job preview based on this job profile. The job preview will be similar to the job profile; however, the job preview is what you will be presenting to potential job candidates. The job preview should accurately describe the position to the candidate. The pay range and benefits should not be part of the job preview.
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Step 4
Place job ads for the open position or positions. Good places to place ads online are Craigslist, Career Builder and Monster. If your company has a website, be sure to post it there as well. Also, place an ad in the local newspaper and consider placing an ad on the radio. The ad should list the position you wish to fill and a few basic requirements for the position, and it should request that a resume be sent via email, fax or mail. Make sure to include who the resume should be addressed to.
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Step 5
Begin screening resumes for possible candidates. Refer to the job profile and make a quick list of what you must have for the position. Screen resumes for these basic requirements. Remove any that do not meet these requirements. Make a list of qualities you would like to have in a candidate and sort the remaining resumes by those qualities. Remember, you cannot select candidates based on age, race, ethnicity, marital status or religion. Focus only on things that are relevant to the position.
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Step 6
Compose a list of interview questions that will help you to accurately assess each candidate's potential. Make sure these questions are not designed to lead the candidates. You want to hear what they have to say, not what you want them to say.
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Step 7
Make up a motivational questionnaire for each candidate to complete. This questionnaire is designed to help you determine which candidate will be best suited for the position. It will help you decide who is most likely to succeed. List several job duties and ask the candidate to rate how likely he is to enjoy each task. A 1 would be not likely, a 2 somewhat likely and a 3 very likely.
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Step 8
Conduct interviews with candidates whose resumes you selected. Make notes to review later. Have each candidate complete an application and job motivation questionnaire. The candidate may give additional information on the application than what was listed on her resume. Be friendly during the interview and make sure you represent your company well. Make sure to answer the candidate's questions and give her a copy of the job preview. Great employees are more likely to accept a position if they feel the interviewer took an interest in them rather than just asking what they can do for the company.
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Step 9
Review your notes and each candidate's application and motivation questionnaire. Select the person who best fits your position needs and has enthusiasm and motivation to do the job. Contact the candidate's references and perform a background check if your company requires it.
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Step 10
Make an offer to the best candidate.
