What Is The Best Way To Hire Employees

What Is The Best Way To Hire Employees

What Is The Best Way To Hire Employees

Companies today are growing at a tremendous rate, thus making the competition for hiring top talent fiercer than ever. Since good resources are scarce and demand is on the higher side, gauging the appropriate fit for the job vacancy must be based on diligence but not faith. One mistake can cost the organization a fortune. This process becomes tougher when the organization wants to hire a remote developer.

Hiring has become a complicated process. Synergent presents this blog that guides recruiters in hiring employees – the right way. This blog discusses some fundamental factors that every employer must consider while executing the hiring process.


  • Reviewing Resumes for Open Positions
  • Shortlisting Candidates
  • Testing Candidates – Conducting Interviews & Practical Tests Using Tools
  • Decision Making – To Hire Or Not

The hiring process also encompasses various kinds of pre-employment tests and authenticity checks.

Before we start looking at the right way to hire the top talent for an organization, let us have a look at the top challenges that recruiters face when involved in the recruitment process.


  • 76% report poor candidate quality or standards.
  • 65% are unaware of the right portals and mediums to advertise open positions and attract the right candidates.
  • 65% of them face troubles in competing with the salary and employee benefit packages that are offered by organizations with similar open positions.
  • 72% also face budget constraints.

With such constraints and challenges in place, it is important for recruiters to approach hiring in a systematic and coherent manner. The following are the things to be remembered and followed by hiring managers or personnel in order to induct the right people into the organization.


1. Writing a Clear & Concise Job Title

Recruiters can make use of job portals that allow them to post jobs for free. Using clear, concise job titles on such portals help achieve better ranks in search results. This, naturally, attracts qualified candidates looking for opportunities towards this vacancy.

  • Recruiters must avoid words like wizard, ninja, rockstar, etc. as candidates usually do not use such words during job searches online.
  • Using descriptive titles like “Full Stack Software Developer” is preferred rather than titles like “Full Stack Pro” or “Software Ninja”.
  • Standard job titles attract more suitable candidates towards the vacancy.
  • Job Titles should not exceed 80 characters. This directly impacts click rates.


2. Determining the Perfect Salary Range

The primary offer that attracts top talents towards a job position is a lucrative compensation package. Recruiters can make use of annual salary guides and fix pay ranges that are on a par with competitors, or sometimes, even better than what they offer. Online salary calculators also guide recruiters in determining national average salary ranges that are in vogue in the market.

Despite the pandemic creating unemployment on an unprecedented scale, a jobseeker still takes a day or two to decide about accepting an offer. Recruiters looking to hire a highly skilled professional with great expertise or any staff for a specialized position also need time for some back-and-forth negotiations with the candidate. During such processes, recruiters need to be not just patient, but also fair to win the confidence of the candidate.

The candidate must not only be happy on the first day of joining, but willing to contribute wholeheartedly for the accomplishment of organizational goals and the ultimate success of the firm.

Even after the candidate accepts the offer, hiring managers should make it clear that the final offer process will be initiated only after the completion of reference and background checks.


3. Behavior Analysis Through Past Behavior

Recruiters must base their interview questions on not what the candidates aspire to do in the future, but what they have done so far in their career that also meets the job descriptions of the current vacancy. Job Seekers must be made to elaborate on the specifics of how successful they were in their domain and fulfilled their responsibilities in the past. These answers can be used as a basis to identify how the candidate will behave in the future.


4. Evaluating the Positions That Need to Be Filled

Organizations must analyze and evaluate the positions that need to be filled before they start the hiring process. This will help prevent the redundancy of positions in the company. The aim of any hiring process should be to fill needs and not desks. Unless a person who is inducted fulfills a specific need of the organization, taking him in does not serve any purpose.


5. Writing the Job Description

Before posting details about a job vacancy on an online job portal or other mediums, team managers must be consulted and asked for specific expectations from the ideal candidate. This will give recruiting managers a distinct idea of what exactly is the skill set needed for the job.

Existing employees must also be made aware of the job opening. Writing a job description is an art. The JD must exactly match the job and skill requirements with information about responsibilities, scope and expectations. When the job description also tells candidates about the organization’s core values and company culture, the latter will be in a better position to decide whether to take up the job or not. The hiring company must also be sure about the salary that it is ready to offer to the candidate. This will help avoid under- or over qualified candidates.

Also, hiring managers must be upfront about the challenges that the candidate might have to face. But, it leads to mistrust after the recruitment is done. The candidate leaves the job creating a negative impact on the workplace culture. Moreover, a job vacancy is created once again, refreshing the need to search for the ‘perfect’ candidate for the position. So, being explicit is necessary and really helps.


6. Checking the Eligibility to Work in the Us

Before recruiting, employers must definitely check if the candidate is legally allowed to work in the United States. Hiring a candidate without the required employment eligibility would invite the risk of heavy fines or sometimes, even criminal penalties.

Securing the contact information, Social Security Number and Employment Eligibility of the candidate through Form I-9 (on the first day of their job or even before) can help prevent several complications. The I-9 form thus filled by the employee must be filed carefully for 3 years from the hire date and for one year after the candidate has left the job.

Candidates must also be asked to present valid documents like their ID and employment authorization. The document could be a US Passport or Permanent Resident Card, a US driver’s license or even a Social Security Card.

Organizations looking to hire the best human resource with high competence for the success of their organization must never fail to remember the above mentioned factors. These guidelines will also be of great help while hiring remote staff or developers for digital projects.



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