Using a hiring matrix can help you be methodical and consistent in your hiring process, Putnam noted. Prioritize the positions you need to hire for and focus on the top one.
Then develop a job scorecard, which spells out what the position is, the responsibilities, the values a candidate for this position should have, to whom the person will be accountable, and expectations for the new employee’s first week of employment, first month, first six months, etc.
Frew noted that she developed a training calendar to specify what a technician needed to learn and when, what office staff needed to learn and when.
When it comes time to write the ad, it’s important to speak to people’s values as well as company culture. Young people coming into the industry are looking for a work environment that allows them to make a contribution yet also have time for family.
“We have to change the way we look at employees,” Frew explained. “We need to provide a career path, not just a job. And we need to be available to employees if they need help.”