Setting a Realistic Timeline For Hiring - Paradigm Blog

Setting a Realistic Timeline For Hiring

November 23, 2022

Setting a realistic hiring timeline requires steps that will look different for each business, as every company’s needs and goals are unique. However, there are some general rules of thumb that every company should be aware of.

The biggest mistake we see businesses make, from an HR standpoint, is not preparing to hire employees. We get it, it’s a busy time, and if you’re hiring employees it’s because your workload is rapidly expanding and you don’t have the time to plan out your team and HR strategy beforehand.

So how do you grow your team with a well planned out hiring strategy, while also taking on a maximum workload as your business expands?

You set a realistic hiring timeline and plan ahead.

Don’t wait until your cup is overflowing to decide to hire a team. Lay the foundations beforehand. So that when the time comes to begin building your team, you can implement a manageable timeline to hire and know that your company policies and structure align with your mission, vision, and values. Then you’ll be prepared to welcome a team of great employees into a company culture anyone would be proud to work within.

The hiring timeline can be broken down into the following steps:

  1. Define your company goals early on: Do you want to scale your business?
  2. Build your team foundations with a well planned out HR and team strategy.
  3. Build a job ad that resonates with your company and post the ad.
  4. Screen candidates and set up interviews
  5. Make an offer and onboard the team member

Step 1:

Being clear about your company goals is a very important first step to setting realistic hiring timelines. Do you want to expand into a team? Do you want to be a one man, or woman band forever? If you want to scale, you’ll eventually get to a point where you need help. Of course, contractors can be a great resource for a time, but having a team of employees on the same mission as you can and will set your business apart and ultimately be something you will need to lean into.

Step 2:

The next step is determining how soon you will need to hire and when you should get your HR and team management strategy built. This can be done anytime between step one and step three, but we highly recommend doing it before you start building the job ad. If you need a done for you HR and team management strategy, you can learn more about our services here.

Step 3:

Build a job ad that resonates with your company and post it. The job ad is such an important part of the process. This is your one shot to get your company out there in front of thousands and thousands of candidates. Being clear about your company’s mission and core values will help candidates resonate, or not resonate with your job ad and make a decision from there. If you’re looking for some extra help with recruiting, check out our absolute favorite and most trusted recruiter, Meg Baker! Once that’s built, it’s time to post the job! EEEEKKKK

Step 4:

Screen candidates and set up interviews. This part will vary depending upon what or who you use to help you hire, and the timeframe of this step can vary widely. We recommend reviewing applications and choosing your top 8-10 candidates, with a seconds list as well in the event some do not show or you are not impressed with your initial candidates.

Step 5:

Make an offer and onboard the team member. You’ve found your perfect fit. GREAT for you! It’s time to make the offer. We typically suggest a verbal (email) offer. Once the candidate accepts, an official offer letter can be sent for signature, then it is onto all things onboarding! Check out our Onboarding Necessities Bundle to get all the onboarding necessities you need if you are a DIY-er. And Check out our Start a Team Workshop to learn more about the necessary steps needed to start a team.

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