Before starting the hiring process
Step back and review your needs
: What tasks of this position are still important? Is there a better way to accomplish these tasks? Can I rearrange these tasks with existing jobs before posting a job opening?
Update the job description
: Do I know what I need? What are the required vs. desired skills and qualifications for this position?
Decide on the pay rate
: Can I afford what I want? Do I know what a competitive pay rate is for this job? Remember to consider both internal equity and external equity. Internal equity refers to the pay rate being equitable
within
the organization, while external equity refers to the pay rate being equitable
compared to other organizations
that you are competing with for talent. Use salary surveys as a baseline for pay equity but proceed with caution: many jobs, especially those within the non-profit world, are unique and therefore difficult to compare to other organizations.
Decide who else will be involved
: Who do I want to “buy in” to the future success of the new hire? Will others be involved in the first round of interviews or only meet the final candidates? Is someone willing to allow a new hire to shadow them in their job?
Resources:
Here are several places to find compensation data and advice on deciding pay rates:
During the hiring process
Set up the interview process
: What questions will I ask during interviews? How is each question going to help me select the best candidate? In what format will I conduct interviews? Phone interviews are a great way to initially rule out candidates who may appear qualified on paper but are not actually a good fit with the requirements. You can then select 3-5 top candidates to proceed with in-person interviews.
Evaluate candidates
: How will I determine who best fits the job? Consider making a chart that lists the job requirements vs. the candidates. Rate how well each candidate matches the requirements.
Do your homework
: Did I check references and verify previous employment
before
making an offer? Have I made my offer contingent on criminal background checks and drug screening? Have I provided a written offer letter confirming title, pay, contingencies, and any other critical details such as work schedule or other agreements?
Finally, remember to hire slowly and purposefully! Yes, you can terminate employment if you make a hiring mistake, but it is painful, stressful and expensive. Take the time to prepare for and think through your decision to hire.
