How To You Hire in A Good Job

How To You Hire in A Good Job

If you’re hiring someone for a position at your company, and are struggling to find the right candidate, stop wondering. There is one simple thing you can do to hire the best person for the job.

In Canada, the hiring process is more complicated than in many other countries. For example, if you’re hiring a permanent employee from outside Canada, there are several steps that must be completed before your candidate can start working for you.

Here is a summary of the main steps involved in the following

Identify position requirements

The first step in hiring a new employee is to identify exactly what needs to be done by this person and what skills they need to have to accomplish it. This will help you create a detailed job description that clearly outlines all of their responsibilities as well as the traits and experience they should have to perform those tasks successfully. You may also want to develop an organisational chart so you can determine where they fit into your overall organisational structure. This will help ensure that they’ll have adequate supervision and training opportunities once they’re hired.

Conduct a job analysis. 

A job analysis is a process to determine what competencies are necessary for the successful performance of a specific job. It involves gathering information about the work performed by incumbents in similar positions, analyzing the tasks involved, determining the knowledge, skills and abilities needed to perform those tasks, identifying any physical requirements needed to perform those tasks and determining the level of responsibility associated with each task. This information can then be used to develop an effective job description and skill sets required for the successful completion of tasks in this position.

Develop a job description and the skill sets required.

The first step in hiring the right employee is to develop a job description that outlines the skills and experience needed for the position. This helps you define your requirements, so it’s easier to find candidates who match those needs.

Advertise for applicants and set up interviews with qualified candidates

Once you’ve developed your job description, you can start advertising for applicants. If possible, advertise in local newspapers or online sites where people looking for work are likely to see it. You can also place ads on social media sites like LinkedIn or Facebook, which might be more effective at reaching a younger audience.

Develop an interview process

Once you’ve received applications, set up interviews with qualified candidates who meet your requirements as outlined in your job description. Make sure each interview has a consistent format so that each candidate has an equal opportunity to demonstrate their skills and qualifications for the position.

Consider employment equity issues, if applicable

In Canada, employers must consider employment equity when hiring new employees or promoting candidates. This means that employers are required to make sure that all qualified candidates have an equal chance of being hired for a job.

Employment equity is especially important for small businesses because they often have fewer resources than larger companies. Small businesses may not be able to afford to hire consultants who can help them comply with all of the requirements related to employment equity.

Assess applicants’ suitability based on their education, skills and experience (and any other factors relevant to the job).

You should also consider their personality and behaviour. A candidate may have all the qualifications in the world but they may not fit in with your company culture or work well with others on your team.

Look at previous experience closely. It’s not just about what they’ve done but how they did it and whether they performed well or not. Ask for references from anyone who has worked closely with them for several months or more (preferably more than one). Don’t just rely on what people say — find out yourself by speaking to former colleagues or managers who can offer an objective view of candidates’ abilities.

Make offers of employment

If you have more than one applicant for a position and wish to interview them all, make sure you do so in a fair manner. Consider each person’s qualifications on an equal basis and address any differences in your selection. Be aware that if you reject someone who later makes a complaint about discrimination, the Commission may find that you did not treat all candidates fairly.


As you can see, there are a variety of steps that must be taken when looking to hire a good employee in Canada. Preparing your business for this process requires time and effort, but the benefits of taking these steps cannot be overstated.


How much should I pay my employees?

It’s a good idea to ask other employers in your industry what they pay their employees. You can also ask your HR department or employment agency.

What is a good salary for someone in Canada?

The average salary in Canada is $47,000 per year or $22 per hour. However, salaries vary depending on the size of the company and where you live. For example, if you live in Ontario and work for a small company, you might earn less than $20 per hour. If you live in Alberta and work for a large company, you could earn more than $30 per hour.

What are the benefits of hiring a full-time employee?

Full-time employees usually have more experience than part-time employees and are more likely to stay with your company for longer periods of time (which means less turnover). They also tend to be more loyal because they are less likely to leave if they feel that their needs aren’t being met by the company.

What are the benefits of hiring a part-time employee?

Part-time employees can be flexible and work around other responsibilities, such as school or family commitments. They can also be a good way to test a candidate’s skills, as well as how they fit into your company culture.

How do I know if an applicant is suitable for the job position?

You want to make sure that the candidate has the right skills and experience for the job. You should also consider whether they have any relevant qualifications or certifications that will help them in their role. It can be useful to have them fill out an application form before meeting with them, so that you know what they’re looking for in their next role, and whether or not they’re qualified for yours.