Employers should review their hiring strategy to see what worked and where there's room for improvement. Reviewing the hiring process should also include a review of the legality of the methods used to select employees.
Making the decision to hire an employee and the ensuing process requires employers to put in much time and effort in order to hire the right person and comply with all the legal requirements imposed on employers. After you have hired an employee, especially if it's your first hire, you should review your hiring process and determine its strengths and weaknesses.
Some considerations in evaluating your success are:
No matter what hiring strategy you use, your review should ensure that your selection procedures are in compliance with the law. Your hiring should be based on the actual requirements of the job. The ability of an applicant to perform a job is the major factor in supporting a hiring decision. Are you hiring without reference to a person's race, sex, religion, national origin, disability, or age? Can you prove it?
Even if you have too few employees to be subject to the federal anti-discrimination laws, you may be subject to state laws prohibiting certain types of employment discrimination. Avoid possible legal problems by hiring based on the actual requirements of the position and without reference to any factors that could be considered discriminatory.
Be sure to keep records showing why applicants were rejected for employment. Reasons should be objective, spell out the factual basis for not hiring, and be clearly written in order to avoid possible misinterpretation.