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Aug 15, 2022

The workforce has changed forever. In the last two years, the hiring process has also changed. If you’re looking to fill an open position, you might not know where to start. 

Having trouble finding the right candidates? We’re going to take a look at what a successful hiring process looks like in 2022. Take note of these crucial steps:



Whether you’re hiring a pharmacist or an executive assistant, you’re competing with every other business hiring for the same position. Take a look at what other companies are asking for in their job postings, specifically in terms of pay, credentials, and benefits. 


Write a Description

What exactly are you looking for? Be sure to list the experience levels, education, and skills required. You might be tempted to overdo it here, but remember, if you set the bar too high, you might get fewer applicants. 

In this description, you’re not just sharing the details of the job. You’re also selling it to candidates and showing them why they should work for you.

Highlight the perks of the position; benefits, competitive pay, professional development opportunities, and more. Make sure to include any advantages of working for your company in the description.  


Advertise the Position

The perfect candidate is waiting to work for you—but they’ll never take the job if they don’t hear about it! You need to get the word out there. 

Market the job description using social media, like LinkedIn, Facebook, and Instagram. You never know who might see your post and pass it on to someone they know. You can also use job boards like Indeed and ZipRecruiter. 


Screen Applicants

The job applications are rolling in. But you can’t interview every candidate who inquires about the position. That’s why you need to screen the initial applicants and make a shortlist of the best candidates. If you don’t have time in your schedule for this step, you can ask an HR person or executive assistant to do it for you. 


Set Up Interviews

Now, on to the quintessential stage of any hiring process: The interviews. Here, you’ll sit down with the candidates (either online or in-person) and ask them questions about their work experience. This is an opportunity for both of you to determine if you’re a good fit for each other. The candidate will be interviewing you as much as you’re interviewing them!

If you’re hiring for a competitive position, you may need to negotiate salary, benefits, and/or hours.  


Check References

Candidates will paint themselves in the best possible light during their interviews. But how much of what they say is factual?

To find out, you need to do some digging. The owner of a digital fingerprinting business writes, “Background checks are standard in all industries. We strongly recommend that any employer perform a background check before hiring an employee.”


Send the Offer

Found the right person for the job? If so, you have to act fast. Put together a job offer, and send it to them via email or letter. 

Make sure to send the offer promptly. Keep in mind that the candidate you interviewed is actively looking for jobs—if you don’t hire them, someone else will!


Contact an Agency

Don’t have time to go through this process yourself? Contact a Winnipeg staffing solutions agency instead. These businesses find and screen candidates for you. All you need to do is tell them the details of the job position, and they’ll fill it for you. Save time and energy by streamlining the hiring process. 


Make Sure You’re Insured

As diligent and thorough as you may be, things can change once your new employee starts work. They could make a mistake and end up costing your business. For that, you need business insurance in Winnipeg. This will ensure you’re protected, even when new employees make mistakes.


And there you have it: Everything you need to know to streamline the hiring process. We hope this helps your business fill open positions faster and find the right people for the job.

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Rhonda Spivak, Editor

Publisher: Spivak's Jewish Review Ltd.

Opinions expressed in letters to the editor or articles by contributing writers are not necessarily endorsed by Winnipeg Jewish Review.