Ever hire the wrong person? In a previous career I made some hiring mistakes and a few huge hiring mistakes. In the last five years, as a Training Consultant for SkillSource, I've met business owners who are just as frustrated with the hiring process as I was at times. In the current economy, using a defined process can reduce mistakes in hiring and save you time and $$.

Step 1: Determine the Skills/Experience/Education

Look at the job description or get ideas from O*NET for what is needed to perform the job. Decide what type of personality or characteristics would be a good fit for your team. Who would be a good representative for your company? This information will be used to advertise and evaluate each applicant.

Step 2: Advertise

WorkSource can post the job opening, for FREE, and ESD staff will pre-screen applicants, for FREE, making your job easier. The ad will include the skills required, give a wage range and ask applicants to visit WorkSource to apply. ESD staff can send you the cover letter, resume, and generic application of each applicants who the basic requirements. You could advertise through Craigslist and still have candidates go to WorkSource to apply.

Step 3: Scan the Candidates

With 10-20 pre-screened applicants, scan for relevant work experience and who sounds like a good fit for the position. If there are specific skills needed for the job; such as typing 40 wpm or proficiency with Excel 2007, ask SkillSource to assess the best applicants before the interview.

Step 4: Interview

The trend is the panel interview. 3-5 staff members participate, each with varied opinions. Ever see American Idol? Simon didn't like anyone and Paula adored everyone. When using panel interviews in a recent workshop I found that's exactly how the panel operates. Use an evaluation scale to assess each applicant's answers.

Step 5: Evaluate the Results

Get the panel together to talk about each applicant's interview evaluations, assessments, and personality. Can you we see them working for your company? Decide on a candidate and make the job offer.

You carefully determined the needs, pre-screened, assessed skills, evaluated the results and came to a group decision. Congratulations!