Use the Right Tools to Find the Best Talent

Free Business Owner's Guide to Recruiting

Attracting and recruiting the top talent in any industry is a full-time job—one that takes focus, dedication, and a great deal of skill. With the free Business Owner’s Guide to Recruiting navigating you through this critical process, you won’t need to feel overwhelmed. With each step outlined and the tools you need included, this recruiting guide will make the recruiting process a more successful endeavor.

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Simplify the Hiring Process with Our Comprehensive Recruiting Guide

Recruiting is about a lot more than just waiting around for your next big, missioncritical hire to submit a resumé. Recruiting also includes time management, human resources knowledge, and finding top talent in the industry. You need to know what you’re looking for before you find itand that’s easier than ever with our free Business Owner’s Guide to Recruiting. Download the guide for insightful tips, resources, and checklists that can be used to find the top talent for any open position.

Not Your Average Recruitment Guide: All the tools you need for a successful recruitment process.

Employee recruitment isn’t a task, rather, it’s a set of tasks that can prove to be time-consuming, tedious, and overwhelming. Fortunately, we’ve created a free Business Owner’s Guide to Recruiting as a way for you to efficiently and effectively navigate through the daunting recruiting process.

 We know the recruiting process is rather lengthy, so we designed the recruitment guide to be just as comprehensive, ensuring that every step is met with the necessary actions. In the guide, you’ll find six key sections which we’ve deemed the most essential to recruiting:

    1. Getting Started
    2. Writing a Killer Job Description
    3. Getting Your Job Posting Out There
    4. Vetting Candidates
    5. Interviewing Candidates
    6. Hiring and Onboarding

Each section comes packed with checklists, forms, and other reusable tools that will help you each step of the way.

Where do I even start?

Sometimes figuring out where to start is the trickiest part. You know you need to fill a position, you know it’ll help grow your business, but you don’t know how to get the ball rolling.

In the first section of the recruitment guide, we provided one crucial resource that you need in order to start your recruitment process on the right foot: a hiring manager intake form. It’s essentially a list of required skills and qualifications of the role created by the manager that the new hire will report to.

The intake form asks for background on the position, responsibilities and kills, compensation, and everything in between. 

Setting Your Job Description Apart 

The problem we face in the job market today is that there are approximately 1 million more job openings than there are people looking for work. So, the big question is, “How do I get my job posting to stand out?”

What you need is an engaging, exciting job description that’s going to garner a prospective candidate’s attention. At its best, a job description should be more than just a bland explanation of the job and its requirements—it needs to outline the desired skills and qualifications while at the same time listing perks and highlighting company culture in a way that reflects the experience a new hire can expect.

We’ve included a full sample job description for you to see what a good job description might look like.

Once you have a better understanding of what a great job description looks like, you’ll be able to take advantage of all our tips we provide in the recruitment guide on where your job description and posting should go.

Vetting Candidates: Am I picking the right people to interview?

A loaded resume can’t be the only indicator that a potential candidate is worthy of an interview. What it can help you do is figure out which prospects should be given a phone screening. This may seem like an interview, but it’s more so a line of questioning to get a better feel for how a candidate is as a person and how they may fit into your company’s culture.

To help, we included a Phone Screening Questions Checklist and a Candidate Screening Evaluation Form within the recruitment guide—both of which are downloadable.

The evaluation form is concise and easy to understand—the perfect tool to help you take notes and assign ratings during a screening. The notes and ratings you note during the screening will surely show who you should be interviewing for your company’s open position.

Interview prep is just as important for you as it is the candidate

 Don’t be fooled, when it comes to interviewing, the interviewer needs to set themselves up for success just as much as the interviewee has to. Everyone’s interviewing style is different, so we don’t tell you how to interview. However, our recruitment guide does lay the foundation for you that makes it easier to get on the path to success.

The tips and sample questions we have provided are fantastic resources that can be used to formulate your own line of questioning. It’s taken a step further by helping you prepare for questions the candidate may have.

Your recruitment guide also comes with comprehensive interview “do” and “don’t” lists to keep you on track and aware of any potential mistakes that can be made.

Recruiting doesn’t stop at the interview

An effective onboarding plan is essential to the success of new hires—in fact, we don’t consider the recruiting lifecycle complete until onboarding is done. Onboarding needs to be standardized to ensure that all employees start off on the right foot at their new workplace, have a similar understanding of expectations, and know who to ask for help—especially for benefits and HR-related questions. Our recruiting guide features a nifty New Hire Onboarding Checklist for you to download and use whenever you’re onboarding someone new.

Eliminate stress

The purpose of this recruiting guide is to help mitigate any stress that the process may cause. By providing this free tool, our goal is to help make the recruiting process more organized, efficient, and effective.

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