How to Create a Hiring Plan to Build the Best Office Team

by Mary Jezioro

Jun 9, 2015 7:00:00 AM

hiring-planWhen running a business, one of your key assets is your employees. Without the right people in each essential position, a business will not succeed.

Hiring new employees is one of the most difficult and most important tasks you will face in running a business. Having a proper hiring plan is key. 

Create a Quality Hiring Plan 

When developing your hiring plan, there are several key mistakes you will want to avoid. Here is a brief list of common hiring plan errors and the steps to take instead.  

With a strong team in place, you'll be able to focus on growth and productivity. Learn 10 online productivity tools to use in your business in our linked post. 

1) Don't Hire From A Position of Desperation

No hire should be made when your business is in a desperate situation. This results in the company hiring the first remotely qualified person, instead of assuring a perfect fit. To avoid this requires foresight and a hiring plan that focuses on future events.

If employees are retiring, being promoted or resigning, you need to be prepared for this. It is better to have the correct new hire ready and trained before these things happen, instead of scrambling after they already have. By thinking ahead, you avoid desperation.   

2) Don't Use Poorly-Defined Selection Criteria

Another common hiring mistake is advertising job openings that list completely unrelated skillsets. You’ll want to avoid this for several reasons. First, you’ll attract applicants who may be qualified in what is being listed, but not in required specifics of the job you need to fill.

Secondly, you’ll miss high-quality hires because the listed selection criteria doesn’t relate to their skillset. When selecting a hew hire, your requirements should be specific for the exact duties and skills. You don’t always need an exact match, but don’t get so caught up in minor details that core job skills are overlooked.

3) Avoid Superficial Questioning Techniques

When interviewing an applicant, you have two goals: 1) to verify their background and 2) to get a read on their personality. While getting to know an applicant is key, you’ll want to ask them questions that generate real answers.

Many common interview questions have stock safe answers that everyone gives that reveal nothing. By relating questions to an applicant's background and experience, you can get answers and stories that reveal their true thoughts and qualifications.

4) Don't Rely Solely On The Interview

Some people talk a good game. Be sure to follow up on submitted documentation to verify them for honesty and correctness. Follow up on claimed degrees, past jobs, references and professional licenses. This not only assures that a submitted resume is factually correct, but further allows you to narrow down applicants for the correct fit.

5) Follow Up On References

References are key. By contacting an applicant's references, you get an idea of their daily work habits from those that would know best. Former colleagues and bosses allow you to paint a more complete picture of an applicant. This also allows you to verify references as being factual.

6) Don't Fail To Validate With Testing, If Appropriate

Lots of jobs are predicated on particular skillsets and knowledge. If an applicant is claiming to possess a skill or knowledge in a testable area (i.e. Java, typing), a standard test can be given that will ensure their readiness for the job.

You can discover several different things through testing. You may find that an applicant has all the knowledge they’ve claimed and more; you may learn he/she is skilled, but needs a bit of company-specific training; or you may discover he/she is not nearly as qualified in a certain area as described.

Knowing the applicant's abilities in advance saves you from hiring an improper employee and allows you to find the skills you’re looking for.   


It is possible to hire employees without a plan, but documenting your hiring process and standards will certainly lead to a more cohesive and qualified office team. By keeping the above tips in mind and taking a deliberate and patient approach, you can assure your hiring process will be a successful one.

Once you have a consistent plan to keep the right team on board, you can better focus on plans to grow your business. Our strategic plan for generating recurring revenue is shared in our e-book below. You're welcome to read and share!

Image credit: Samuel Mann

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Topics: Business Growth

blog author

Mary Jezioro

Mary Jezioro is the Vice President of SHIELD Security Systems. As the Marketing and Sales lead at SHIELD, she is focused on strategic planning and company growth. Mary is involved with the UB School of Management as former CELAA's Vice Chair, SCORE, WPO (Women President's Organization) and is also coached youth soccer. She and her husband, Ken, are proud parents of five children.