5 Tips For New Hiring Managers

It can be overwhelming when you realize your business needs to expand. Getting the right people on board is a tough task with many steps that leads to more questions. It is easy to forget that it’s just as stressful to hire someone as it is to apply for a job. 

So if you’re new to searching for talent and taking on a new employee, it’s time to break down some strategies to make sure you only bring on the best candidates.

1. Know Who You’re Hiring

Performing a background check should be one of your top priorities when hiring. You never know who is applying, and their resume is far from the whole story. If you find something unexpected that could hurt your company’s reputation, you’ll have to send a pre adverse action letter informing the applicant you aren’t moving forward.

You must send this letter and attach all documents that prove your reasons for stopping their application. This transparency is important to avoid any discrimination lawsuits. So help out your legal department and perform a background check before getting too far in the process.

2. Clearly Define The Job

Before you put the application all over the internet, make sure it precisely spells out the role and its expectations. You will quickly narrow your applicant pool if you explain specific skill sets the position requires. The vaguer you are, the more likely you’ll be sifting through hundreds of resumes that don’t match what you’re looking for.

Always list required experience, level of education preferred, and day-to-day expectations. 

3. Check References

If you receive only glowing references that seem to praise the candidate in just the perfect way for this position, you are right to be suspicious. Do not continue with an application until you have gotten a response from every reference the candidate has listed. 

Speaking to a former employer will get you a quick and honest review of the candidate. Also, be sure to hear from a variety of references; a personal reference can be just as revealing as a professional one.

4. The Interview

Ok, you like this person and are ready for a face-to-face meeting (whether virtual or in-person). The questions you ask here are going to be more revealing than a resume or any prior research you’ve done. 

Always be ready to hire whoever you’re interviewing. Starting with a negative attitude will make the interviewee uncomfortable, and you will be disengaged. Avoid form questions like “where do you see yourself in five years?” and instead try a unique approach each time, and you’ll be surprised how much you can learn.

5. Be Ready To Negotiate

Once you’ve extended an offer, it will be time to discuss the salary. Your applicant will do everything in their power to negotiate the highest salary with as many benefits and perks as possible. 

Don’t think of this as an interrogation, but rather a conversation. Know your ceiling before discussions begin, and keep that knowledge to yourself. Offer non-monetary alternatives as well — additional vacation time can be a great incentive. But know when to walk away. If you can’t agree, don’t waste your time going back and forth.


Once you’ve found and hired the right person, your whole team will thank you. Remember, you aren’t just hiring someone you like, but someone who makes the whole company a better place. 

These tips should help you get started, but the best way to streamline the hiring process is to practice. Before you know it, you’ll be recruiting all over again, but as an expert this time!