Payroll is one of the greatest costs of the organization. In this video, we review some of the learning outcomes of this course, including identifying hiring goals, locating and attracting talent, ensuring a perfect fit, and interviewing effectively.

As you build your business and structure your lifestyle, you’ll need to decide how you spend your time. What tasks are you naturally talented and skilled in, and what tasks do you want to hire an employee to take care of? In this video, we’ll discuss your motivation to be in business, what you need from your team members to thrive, and how a leadership statement can help determine the direction of your organization.

Remember that you are not only creating a job, but selling a position. A job description is a sales pitch to applicants, showing what daily life looks like in this role and what compensation is involved. We’ll teach you how to specify the tasks included, narrow down the requirements, build a total compensation package, consider unique perks and benefits, and create a schedule (remote, hybrid, and onsite) to meet your needs.

Now that you know what role you need filled, you need to know where to search for candidates. Traditional job boards aren’t the only option. In this video we’ll review different sources of candidates (partnerships with nonprofits, schools, chambers of commerce, and even loyal customers), and how to consider segments of the talent pool you may never have considered. A key part of this process is building your employer branding and reputation as the boss in town to work for!

Building a seamless and legally-compliant application is key to keeping the best candidates in your pipeline. We’ll talk about what needs to be included in the job application, as well as what you should not include so you prevent discrimination against talented applicants.

Now that you’ve chosen your top candidates, it’s time to interview to find a great fit for your role. In this video we’ll talk about the right mindset to approach an interview from, and effective questions to better understand who this candidate is and how they approach tasks and projects. Also, we’ll highlight some innocent, but illegal, questions to avoid in the interview process.

Reference checks are critical to avoid a hire you regret later. A 360-degree review with different sources and cross-referencing their online profiles help you verify the person you met in the interview is consistent with the person’s story and history. In this video we’ll discuss how to ask the right questions of references to best understand your candidate. Plus, standard background, drug tests, and sex offender registry checks to run on your candidates.

You’re ready to make your hire! In this section we’ll talk about extending an offer to your candidate, how to counter offer if your dream candidate doesn’t sound thrilled, and sealing the deal with a formalized offer letter.

After choosing your ideal candidate, you want to gracefully let the other candidates know they have not been chosen, but that does not mean the end of a relationship with them. Learn about ways to handle these conversations with tact and if, and how, you can provide feedback if the candidate needs to know why they weren’t chosen.

The benefits of having a hiring partner extend beyond sourcing candidates quickly; they can help you access segments of the labor market you haven’t tapped and provide an unbiased view of your business. Staffing agencies, head hunters, and HR consultants can all help you with your hiring needs through different partnership structures. We’ll share interview questions to ask to evaluate the professionalism of potential vendors and how to review fee structures.