Many business owners dread the hiring process. It’s tedious and can even make you question your qualifications. Anything from poorly constructed resumes to non-stop interviews can add to the pressure. Nevertheless, hiring is a vital part of growing a business. No matter how complicated, no one can escape it.

Among other things, hiring employees leader to create employment contracts, registering new employees, and paying social insurance. So, if you’re wondering how to take your hiring process from a sore ‘below average’ to ‘superb,’ here are five ways to go about it.

1. Brush up your reputation.

For the most part, a business owner attracts what they are. So, if your company’s image is sub-par, you’ll also receive many sub-par applications. Worse yet, passive applicants will be too intimidated to apply. At this point, it’s easy to think that all that matters is what people see. But that’s not all there is to it. You have to work on perks, benefits, and coverage.

Speaking of coverage, business insurance is also needed to ensure both your business operations and employees are protected. If you’re unsure about where to start, companies like iSelect can help. On this platform, you can compare nearly every type of insurance there is, from general liability insurance or property insurance to life insurance and everything in between.

Their services are well-suited to small business owners and large businesses alike. Altogether, they link you with various insurance coverages, including property damage, liability insurance, bodily injury, professional indemnity insurance, workers’ compensation insurance, and so much more. Furthermore, you can compare the various insurance providers and their policies to land the best choice.

2. Be specific about the job description.

Many times, employers get too creative with their job ads at the expense of being clear. Try your best to be specific about what the role entails, even if that means listing out the exact duties each new employee will perform. You’ll also have to design the employee profile, in which you name the necessary qualifications, such as training and other factors that an employee should bring. Also, a proper job listing shouldn’t be vague or too longwinded. You want your target audience to be able to comprehend what it is you want.

3. Seek professional help for the hiring process.

Regardless of the scale of your business, it makes sense to involve professional services in the hiring process. This can be in the form of a recruitment agency or someone with substantial recruitment experience. Besides the fact that it’s a tedious process, a professional will probably see things you’ve missed. As a professional, their presence will deliver some insight into the process. You’ll still have to do a mini-interview of your own, so figure out some good questions to ask recruiters.

4. Ask practical questions.

Sure, you want employees that are resilient and can push the limits of their imagination. But the truth is that there’ll be more hands-on work than theorizing for most jobs. So, it’s wise to ask a potential candidate practical questions that highlight skills and know-how that’ll help them on the job. Look for ways to get insight into their level of experience, character, skill set, interests, and so on.

5. Perform a background check on potential hires.

You may have the capacity for a full-on security check or merely a social media background check. Either way, it’s a necessary process. Check all their social media platforms because that gives you more insight into the type of person you’re about to hire.

Altogether, it would help if you looked for ways to analyze their social media to find the best-suited candidate. Remember, as a business owner you may have general liability for anything your employees do at your commercial building, so you want to be sure you’re hiring someone you can trust.

Also, the fact that you can vet their qualifications online can help you gauge how professional they are. Nevertheless, don’t completely hinge on all you see on social media. Combine the knowledge gathered with what you sensed during the interview.