Recruiting and retaining the right employees for your small business can be the difference between success and failure.
Business owners who take the hiring process seriously approach it in a systematic manner, which may help improve the odds of onboarding the right employees. Here are some helpful tips on hiring for your small business.
What does this have to do with the hiring process? Well, it has everything to do with starting out on the right foot when it comes to launching the recruitment process.
If you are like most small business owners, you are well versed in doing everything yourself. You may have been a one person show who has become a specialist in everything from prospecting for clients to answering phones and locking up the office every evening.
You may be very successful at all the tasks required to operate a thriving small business, so it could be a good time to delegate some of your responsibility to others. Many entrepreneurs find this step tough. Despite the feelings you may experience, letting go and delegating can help grow your business. Mentally preparing yourself for delegating to employees is the first step in a successful hiring campaign.
In order to get what you want in life, it helps to actually know what you want. The same idea applies to the hiring process. Regardless of where and how you conduct your recruiting campaign, being specific in your language can help attract the right employees for the job.
Let the potential recruits know specifically what is required of them in terms of education, experience, and qualifications to be a good fit for the position. The more detail you can put into your recruitment marketing efforts, the less work you may have to do such as weeding through unqualified applications.
A pre-screening phone interview prior to the official in-person interview is a great way to save time. During this phone conversation, you may discover if the employee appears to be a good fit for the position prior to wasting time with an in-person interview with the wrong candidate.
The phone interview is a good time to learn the basics like if the job candidate’s salary expectations are in line with the position and if their qualifications are a fit for the job.
The specific language in your employee marketing campaign should attract multiple qualified candidates. But it is critical to remember that just because a person is qualified for the job, it does not always mean they will be a good fit for your business. Every small business has a culture and it is important that your employees fit into it. Having a good fit is an important factor in hiring. Interviewing multiple candidates, even after you think you have your choice, will help you drill into the intangible factors that make a great employer/employee relationship.
A fast way to turn off a qualified potential employee is to be stingy with compensation. It is helpful to provide the industry and regional average compensation package for the position. Talented employees usually know what they are worth in the marketplace. Offering over the average compensation will likely help you attract and retain the most talented employees for your small business.
Some employers disregard this crucial step in hiring the right employees. Checking all references provided is a good way to discover possible issues that may result in the employee not being a good fit for your business.
Before hiring, you may want to conduct a thorough background check. There are numerous services available online to carry out background checks for minimal cost.