So you have come to the conclusion that your company needs a new employee, either on a temporary or permanent basis. But what do you do now? What do you have to think about, and who in your company should you involve? Here is our advice for how you should tackle the hiring process in 10 easy steps.
1. Find out what you need
Spend time mapping out what tasks and responsibilities will be included in the position. Discuss with the person who will be the manager of the new employee - what kind of person are we looking for and what kind of skills do they need? Before hiring, assess which competences are necessary, and which can be learned on the job.
2. Create a job advert
The job advertisement is the first impression your future employee has of the position and your company, so make sure it is informative and provides candidates with a good understanding of what the position entails. There are countless channels where you can advertise the vacancy, both paid and free, so find out where you will have the greatest chance of targeting your future employee.
3. Decide on a deadline
Decide whether an application deadline should be set, or whether you want to assess candidates continuously.
4. Too many cooks spoil the broth
Maintain a tidy process with the fewest number of people involved! Make sure that all applications are sent to one place where one person is responsible for follow-up and sending confirmation and rejection emails.
5. Complete the first screening round
Assess applications received, preferably together with the person who will manage the new employee. It is always good to have two opinions when assessing to ensure an equal and fair process.
6. Call candidates in for an interview
There are many different ways to go about this, but usually you need to conduct more than one interview with a handful of candidates. Create an interview form to ensure that you ask all candidates the same questions. It may be a good idea to invite the relevant hiring manager to determine whether the candidate has the professional knowledge you need, or whether they can learn it. After the interview, you should clarify with the candidate whether they are still interested in the position, whether the salary level you are offering matches the candidate's expectations, and any other points that should be agreed upon before a job offer is made.
7. Complete the reference checks
Here you should contact at least two people, and these must be someone who can say something about the work the candidate has carried out in previous employment. One of the referees should be a former manager. Remember that references are confidential - the candidate should not have access to the feedback, even if it is positive.
8. Draw up the contract
Remember that there are rules for what a contract must and cannot contain according to, among other things, the Working Environment Act (Arbeidsmiljøloven). No one is allowed to work without a contract. The contract must be signed by both parties to be considered valid.
9. Have a good onboarding process
The employee experience starts as soon as the new employee walks through the door, and a good onboarding process can set the tone for the entire introduction period, contribute to well-being at work, and increase the chances that you will keep the new employee for a long time.
10. Finally - Maintain privacy
According to GDPR law, you cannot store personal data longer than is required for the process itself, so here a data cleanup is in order. Some companies have systems that automatically enter into a data processing agreement with the applicants. Here you can of course save the data according to said agreement.
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