Hiring the Right Person for the Job
Here is some advice to help you attract, screen and hire the right person for the job.
ABR: ALWAYS BE RECRUITING
In your business, especially if you have plans to grow, you need to always be on the lookout for talent. You won’t just find your next stellar employee by posting on a job site and wading through 1000 resumes (though that is one option). Even if you aren’t going to be hiring right now, it should still be on the back of your mind. Figure out where potential candidates (the good ones) would hang out, and go there. Think about every person you meet as a potential hire for your business. As an entrepreneur and business owner, your time is very valuable. Having a list of names to start with when you do think of hiring will help you in the long run.
[clickToTweet tweet=”Observe candidates at conferences and events to see how they interact with others.” quote=”Observe potential candidates at industry conferences and events to see how they interact with others.”]
Think about Hiring before you are ready to hire.
Before you are ready to hire, keep a running list of things you need help with in your business, and be sure to try and incorporate those things into the job description when you start hunting.
Define the position you are hiring for
When you are finally ready to hire, define their potential role in the organization, their benefits, as well as your expectations for them. To be able to get the right person that you need, be clear and concise. You should write down a list of that person’s day-to-day tasks, how they will fit into your organization, what they are doing to promote the company’s culture and goals, as well as the minimum necessary skills needed to do the job (most important). Along with day to day tasks, be sure to also include some long term goals, unless of course you are purposely hiring part-time work for a project or two.
be clear, concise amd honest when hiring.
When you finally get to interviewing your potential hires, be transparent. Especially in small businesses and startups, there are many moving parts. If you are in a growth phase, or you expect roadblocks, be clear with your candidates. If it’s a contract only position, don’t tell them it’s full time or part-time to hire (if you happen to land another contract before they are done). That’s dishonest, and just increases the chances of hiring someone wrong for the job. Of course, be clear with your candidates about their potential working hours, workplace culture and any public workplace rules you may have, and anything else that may be important to your business.
The on-boarding process is vital.
By paying your employee some extra attention after hiring, you can ensure that they hit the ground running. This can take anywhere from a few days to a month or two. Be sure to create a new hire packet, full of information about your company, any other employees, and their own position. Include any references or network information they may need. You can even use Adobe Acrobat to create a PDF packet (so that you can secure it if necessary) and email to your new employee.