When hiring, your goal is to select the best candidate to fit into your business, and to establish right from the start a clear understanding of the new hire's working conditions. If you plan ahead and complete the key steps of a recruitment and hiring process, your time will be well invested. The following are some of the steps you should consider:
What is the job to be filled? What skills and abilities are needed?
Before posting the job, prepare a description of the tasks, functions and responsibilities. Check out these resources and tools:
- Government of Canada's Skills & Knowledge
- Job Bank’s Writing Job Descriptions
- CFIB’s Why do job descriptions matter?
Remember: the job ad should not just be a copy of the job description. You need to highlight why an employee would want to work for your company – what makes you stand out from other companies looking for staff?
How much should I pay?
The Job Bank provides current wages and salaries for various occupations across Canada. Take into consideration minimum wage requirements, benefits and retirements plans, and add at least 15% to the salary calculation to factor in EI, CPP and Workers’ Compensation premiums.
Where do I find the candidates?
Today's options include both traditional methods and innovative tools courtesy of newer technology. If appropriate, why not try a mixed approach? Here are a few considerations:
- Referrals - Let your contacts know that you are hiring. Current employees, clients, other businesses and your personal contacts can be good sources of referrals.
- Company website - Ensure your 'Employment Opportunities' section is easy to find.
- Online job boards - Some sites like Job Bank let you post a job advertisement for free. Others charge a fee (e.g. Workopolis, Monster).
- Recruitment agency or student placement service
- Industry or professional associations
- Advertisements in newspapers or magazines
- Job fairs
How do I review the applications? What can I ask in the interviews?
Start by sorting the applications or resumes, preparing interview questions, scheduling interviews and contacting references of the candidates you are most interested in hiring. In each step, you must always respect the human rights laws that clearly outline what is and is not acceptable. Check out these resources:
- Screening and interviewing job applicants– Job Bank
- Links to all Provincial Human Rights Commissions
- Interview best practices to save you time and money
Do I need to provide an offer in writing? What should it say?
Some jurisdictions require a written offer. In any case, putting the terms and conditions of employment into writing ensures both employer and employee are starting the employment relationship on the same page. CFIB members can access a template Letter of Offer in our Member Portal. It is important to have your lawyer review your document before it is put into practice.