These three core values should comprise your attitude and approach to complication-free and effective hiring. A slow yet steady recovery from a The Great Recession has manifested itself in job growth and expansion for many of our California manufacturers.

However, hiring the most qualified individuals for open positions is often a difficult, costly, and time-intensive process that doesn’t necessarily guarantee the new employee will either want to stay or make it on the job. In many cases where precise and organized hiring and retention systems don’t exist, employers hire someone, cross their fingers, and hope for the best that this person will generate sufficient value for the organization.

Developing a productive, efficient, and loyal employee base is only possible when you proactively implement proven hiring and training methods. How do you go about it? Well, that is the subject of this article. Below are a few helpful tips on how to create successful and efficient hiring practices. 

1. Develop a checklist and clearly outline the position 

Define the exact functions, duties, knowledge requirements, and (measurable) expectations of a particular job. Doing so will help you develop screening questions and identify qualified candidates. Ensure that all relevant parties agree to this job description so that it doesn’t change as you are interviewing candidates.

Completing the job description should be part of a consistent, compliant and definable process, and is a critical aspect of the hiring process checklist.  Using a repeatable process as standard protocol will avoid complaints and/or claims.

2. Plan Your Recruitment Strategy

One crucial aspect of creating a recruitment strategy is to develop a budget – formal and informal – to guide you through finding the right talent. Job boards, agencies, newspapers are effective sources, but they can be costly.  Kowing what's in your budget and where to apply your recruiting dollars keeps you from over spending.

3. Advertise the position

Incorporate flyers, word of mouth, employee referrals, and networking into your candidate search. Advertising doesn’t always mean expensive websites or paper ads. Other methods can be equally successful.

4. Create a candidate evaluation form

Be objective with each job candidate by holding them to the same standards. In other words, each candidate should be measured the same way for the same things (i.e. written and verbal communication skills, technical expertise, professional appearance and decorum, and so on). Retain completed evaluations to serve as a record for your files because these documents are important for consistency and compliance.

5. Screen resumes and applications

Apply the same criteria to each resume/application that you review. A consistent approach to each application prevents any possibility of discrimination and facilitates fair treatment for every candidate.

6. Screen your job candidates with a preliminary phone interview   

A fantastic way to judge communication skills and not waste your on-site resources is to utilize phone interviews in the hiring process. A phone interview offers you a chance to gain insight into the potential employment success of a candidate before conducting an on-site interview.

Phone interviews also assist you in reaching out to more candidates than traditional face-to-face interviews because it’s faster and easier to connect with people over the telephone. You could reach perhaps 10 to 15 people by phone in a single day. On-site interviews require more complex logistics and arrangements so save onsite interviews for your final candidates. 

7. Schedule on-site interview

Calling without a specified time for an interview may lead to phone tag – that is, calling each other back and forth because you constantly miss the other’s phone call. That’s frustrating and a waste of time. To avert this situation, set specific times to schedule both phone AND on-site interviews. 

8. Generate a written offer letter and include a signature request   

Create an offer letter for your company’s protection. Formats can be simple or complex and samples are available on-line. The offer letter should include a request for candidate and company representative signatures, job title, working hours and salary information. Keep this written document in your archives for referral purposes, financial records, and in case of any HR or legal disputes.

9. Do pre-employment checks                        

In order to conduct pre-employment background checks, you must obtain the candidate's signed authorization form before submitting to the background check vendor. 

Like we stressed above, use a consistent process for all candidates. Some companies conduct background checks; others do not. Err on the side of caution by implementing background checks in your company to eliminate potential exposure to fraud and other criminal practices.

10. Build an on-boarding plan                          

Many employees find the transitional period on a new position daunting because they generally lack familiarity with your specific company processes and products. Don’t just throw your new-hire off the diving board and into the deep end of the pool. Make that transition smoother and help them to jump fully onboard with all rules and procedures by establishing the tone (and pace) for the position, the company, and employee expectations. Set up a buddy system and coach them throughout the process.  Additionally, you can create a checklist of expectations within the first 30-60-90 days of employment.

For more information about how CMTC can assist you with your hiring needs, contact Jeri Summer, our HR expert at



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