The Successful Managers’ Guide to Hiring in 2021

by Katie Sawyer, 4 minutes read
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Whether you’re building up your team after reopening with new restrictions or you’re trying out a new venture, the right staff are the best way to succeed. And to make sure you attract — and retain — the right team, you need to get it right with hiring.

In 2021, hiring managers will need to update their strategies. Think of how job seekers have access to more tools, networks, and resources than ever before. Job seekers are also demanding a more socially responsible world and will expect the same from their employers.

If you’re looking to bring in some new talent to your team, read on to learn how successful managers hire in 2021.

1. Get the word out

Posting a “Now Hiring” sign on your window isn’t enough anymore. To attract modern job seekers, be sure to advertise your open roles online. You can even use sites like that specialize in hourly positions.

And if your business manages social media accounts, you can also share listings on Facebook and Instagram. You’ll reach a wider audience and make it easier for interested applicants to apply.

Of course, the “Now Hiring” sign still works, but consider how the pandemic means fewer people are leaving the house and spending more time online.

2. Assess relevant skills

The applicant pool might be bigger this year, so make sure you know exactly what skills are needed to fill your open roles. University students taking a gap year, bartenders looking for more hours, cleaning professionals wanting more jobs. People are on the job hunt.

Has the applicant ever worked at a restaurant or retail store? How does their previous work — if any — compare to your open role? Do they need any additional training?

Remember to be mindful of applicants looking to pivot careers. For example, perhaps a store manager of a hardware store is looking to get into the hospitality business. They likely have transferable skills, like customer service, quick-thinking response, and keeping calm in stressful situations.

Keep in mind that skills can be learned. If your candidate possesses the right combination of drive, experience, and personality, they’ll be up to the task. How much training are you willing to invest in your hires?

3. Ask the right questions

The questions you ask in an interview can be the difference between hiring the best, long-term candidate — or doing this all again a few weeks later. Before you start interviewing candidates, map out what questions you need to be answered to find the right match. Let’s say you’re interviewing someone for your cafe but they don’t have any barista experience. You can still ask situational questions to learn about their skills.

  • “Tell me about a time that you had to juggle multiple tasks at once.”

  • “If someone places a drink order and you don’t remember the ingredients or measurements, what would you do?”

  • Can you share an example of a time you showed excellent customer service?”

Keep the interview process professional and never ask questions that would discriminate against the candidate based on their identity.

4. Communicate and follow-through

Throughout the interview process, set expectations by clearly communicating the timeline of the process. For example, be sure to share how long the interview process is and when they can expect to have an answer.

Whether you’ll be moving forward or choosing a different candidate, let them know as soon as possible. If you need to ask a candidate about when they can start, consider a tool that clearly lays out schedule options and staff capacity. You’ll save both parties some stress by staying organized.

5. Off to onboarding

Welcome your new hires with a memorable onboarding experience. This is your chance to shine and show off your team culture. What kind of customer service has drawn such a loyal fanbase throughout the years? What core values do you practice to stand apart from the crowd? Why do employees tend to stick around for so long?

Let your hires know they made the right choice by introducing them to the people and ideas that make your business the best.

The first few days of the new hire’s journey should allow them to feel comfortable with your processes and with their coworkers. Consider creating a checklist for them to complete so they track their progress. Provide structured training and pair them up with a buddy to show them the ropes.

The modern job seeker notices these things. Spend time creating an onboarding program so your hires will fit right in and love what they do.

6. Practice inclusion

Conversations around workplace diversity and inclusion are happening everywhere, and job seekers are paying closer attention. Teams are stronger when people bring different experiences from different backgrounds together.

As you’re hiring, think of how your candidates can make your team more productive with their unique perspectives. Are your current employees aware of cultural biases? Are you giving all candidates a fair chance regardless of their background? Do any of your job postings contain discriminatory language? Continue educating yourself and your business on ways to make room for everyone.

Build your strongest team

Getting a new team up and running can take some time, but it doesn’t have to be stressful.

In fact, this year there are even more tips and tricks to making hiring and retaining staff easier. Download the 2021 State of Shift Work Report to learn more tips to get ahead of the curve in 2021.

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