The document outlines a 9-step process for hiring employees: research the job needs, write a description, advertise the position, sort applications, conduct email interviews, do phone interviews checking references, have in-person interviews, make an offer to the best candidate. Following this process helps find the right candidates and avoid wasting time with poor hires.

1. How to Hire Employees
Virginia Ginsburg, MBA

2. The Problem
You know that hiring great people is the key to
success, but you feel you don’t have time to
invest in the hiring process.

3. The Reality
You will waste tons of time on hiring the wrong
people or hiring the right people the wrong way.
Investing in the hiring process is a worthwhile
use of your time.
It may be the single most important action you
take for your business.

4. How to Hire
Step 1: Research
1. Figure out what you need someone to do –
what “holes” need filling?
2. Figure out an appropriate title for the role.
3. Search online for job descriptions that cover
what you’re looking for.
4. Search online for salary information
pertinent to the role for which you’re hiring.

5. How to Hire
Step 2: Job Description
1. Write a job description.
2. Run your job description through at least one
outside advisor who knows something about
hiring people.

6. How to Hire
Step 3: Reach Out
1. Send the job description to everyone you
know, including your
employees, advisors, and members of your
network.
2. Post the job in the appropriate online
resource such as Craigslist, LinkedIn, etc.

7. How to Hire
Step 4: Sort
1. You should get tons of job applications. Sort
them into 3 piles:
a) Definitely
b) Maybe
c) No Way

8. How to Hire
Step 5: Email Interviews
1. Hopefully, you have at least 10 people in the “Yes”
pile. If you need to, pull a few from the “Maybe” pile.
Try to get at least 6 candidates, and no more than 12
whom you want to evaluate further.
2. Develop an email questionnaire containing 4-6
questions that will help you whittle your top
candidates down further. Give them a response
deadline.
3. Expect about 50% of candidates to not even respond
to your email, which tells you something important.

9. How to Hire
Step 6: Phone Interviews
1. You should have 2-5 candidates that rise to
the top after the email interviews.
2. Schedule phone interviews with them. Try to
make them all on the same day or spread
over no more than 2 days to keep the
candidates fresh in your mind.
3. Create a list of questions, and make sure you
ask all candidates the same questions. Write
down notes as you conduct the interviews.

10. How to Hire
Step 7: References
1. Take the top phone candidates and request
references.
2. Create a basic list of 2-3 questions to ask each
reference.
3. Speak on the phone with at least 2 references
who have directly worked with your candidates.
These calls should take less than 10 minutes.
4. Listen for the energy behind their answers. Does
the reference seem to genuinely like and respect
the candidate?

11. How to Hire
Step 8: In-Person Interviews
1. You should have 1-3 candidates that rise to the
top after the phone interviews.
2. Schedule in-person interviews with them. Try to
make them all on the same day or spread over
no more than 2 days to keep the candidates
fresh in your mind.
3. Keep this interview more casual. You have done
the heavy lifting on their qualifications. Now you
want to see which candidate will make the best
culture fit.

12. How to Hire
Step 9: Make an Offer
1. Hopefully one of your candidates seems like
a great fit. Make an offer, and negotiate to
make the hire a win-win for both of you.

13. CONGRATULATIONS!
You just made a solid hire!

14. Virginia Ginsburg, MBA
Tel: (310) 453-7008
Email: vginsburg@SwellStrategies.com