• simplyHR

5 Tips to Add to Your Recruitment Strategy

We’re hiring! As exciting as that phrase is, the task can be as daunting as finding the right swimsuit in the offseason (who are we kidding, any season). It involves more than hanging a sign on the door or posting an ad on Indeed. Oh, and did we mention risks? We are here with five tips to help take the guesswork out of hiring that new employee. Sorry, you’re on your own for the swimsuit hunt.


People are not your most important asset. The right people are. – Jim Collins


Hello, is it me you're looking for

As of January 1, 2021, all Colorado employers are required to have a job description for each position in their organization. This is one of those risks we mentioned. Unlike a profile on a dating app, your job descriptions should clearly, and truthfully, list the essential functions and responsibilities needed to successfully perform the job. Among other details, skills and experience needed, working conditions, and an EEO statement should also be included.


On a scale of $1 to $1M

You got it, another risk. As part of the Equal Pay For Equal Work Act, Colorado employers are required to establish a pay range for their positions. Include that pay range on the job descriptions and job postings. There are some great resources available to you, including us, that can help with figuring out a competitive pay range for your positions.


DON’T check all the boxes

Don’t even include the box. Do you have an outdated application that is still in circulation asking the question, Have you ever been convicted of a crime? What about, What is your current salary? Employers in Colorado are prohibited from asking job applicants about criminal history and salary history. Time to toss those old applications and create new ones.


Tell me about yourself

Similar to job applications, you want to steer clear of certain questions during the interview process. Questions pertaining to a protected class, criminal history, and salary history are off-limits. Stick to questions that gauge a candidate’s skills and experience, as well as questions related to the responsibilities of the position.


Will you accept this rose

Your offer letter is a confirmation of the start date, pay, benefits, and any contingencies. Back to the dating app, the offer letter is not a wooing device for veiled promises of fancy cars and unlimited vacation packages. An offer letter is also not a contract, so avoid adding language that might imply a guarantee of employment.


Five tips just aren't enough, you say? We've got more! Join us on June 30th for an interactive training on this very topic. You can register here. While you're at it, go ahead and sign up for next month's training on Onboarding Best Practices. If you want to get started right away, we'd love to help!