You've decided you're ready to hire—fantastic! Finding someone who fits well within your company is exciting. While luck can play a role, a solid hiring process significantly boosts your chances of finding the right person. Not sure what that looks like? Here's a high-level overview.
First, cast your net wide by posting your job in various places. A LaraJobs listing is a natural first choice if you're looking for a Laravel Developer. But don't stop there—consider platforms like LinkedIn or job boards tailored to specific communities. A diverse team is always stronger, but it doesn't happen by chance, so you must put in the effort. If your company has a strong social presence, leverage it. The perfect candidate might already be a fan of your brand, just waiting for the right opportunity. When posting on social media, vary your messages and post multiple times to maximize visibility.
Next, be realistic about your hiring timeline. Make each step of the process relevant and feasible, ensuring enough time at every stage. If you have a firm start date, work backward from there, and be ready to streamline steps if necessary. Consider potential delays if your organization involves many people in the hiring process or if key team members have upcoming PTO.
Start with an initial scan of applications, allowing time for submissions to come in. Once you have a good pool, triage and reassess as needed. We've got tips to help you efficiently review resumes and cover letters.
After the initial scan, move on to the "get to know you" round. These quick, typically virtual meetings help confirm that the person on the application is the same one on the Zoom call (or in the room if in person). Prepare a set of questions for each candidate, take notes, and keep these calls to 10-15 minutes—you'll be amazed at how much you can learn in that short time. Whenever possible, involve multiple team members to prevent individual biases from influencing the decision.
The final step is the actual interview, where you can dive deeper. For developers, this is the time for technical interviews, whether through coding challenges, take-home evaluations, or technical questions. Consider compensating candidates for their time if you give take-home assignments that take more than an hour. For project or product managers, ask them to provide a post-mortem of an actual project they've managed—just give them a heads-up so they can prepare.
Throughout the process, communication is critical. Keep in touch with candidates regularly and avoid leaving them waiting or wondering. If you're moving forward with someone, outline the next steps clearly. If you're passing on a candidate, thank them for their time at every stage of the process.
Finally, keep an eye out for potential future hires. Some candidates may not be the perfect fit for the current role, but they could be what your company needs later. Take note of promising individuals who might be early in their careers or better suited for a role you plan to fill down the line. Reaching out to them later—or even starting to build that relationship now—could pay off in the future.