Looking for a new employee is something of a double-edged sword. On the one hand it’s an opportunity to get skill and expertise for your business, on the other hand it can be a difficult process which takes extra time. And time isn’t a resource many small businesses have going spare.
But getting the best hire is as much about you as it is about the applicants. Here are four things to keep in mind as you start recruiting.
1. Be clear about the role
In a small business where everyone does a bit of everything it can be hard to bring new staff into any role – because the role has so many facets. But to get people who will bring value to your business, you need to know what you’re looking for. Break the job down, write down all the aspects it covers, and any aspects you hope it will grow to cover in the future.
When you’re writing a job ad, give as much detail as you can. What the role covers, what skills and qualities you want to hire, and what the company is like. Save yourself time sorting through applicants who obviously won’t fit.
2. Don’t rush the process
The last thing you want to be doing is going through the hiring process again in six months because you hired a dud. To reduce the chances of this happening, spend the time doing it right first time. Write a complete and compelling job description. Pre-sort CVs and take your time reading cover letters. Write good interview questions and prepare any tests you think will help you find the right person. And take the time to call references – you’ll get a more complete view of your potential new employee if you talk to someone else about them.
Especially don’t rush to hire the first person who seems halfway decent. While it’s understandable you want to get the job filled and showing results as soon as possible, you may miss out on a great candidate by being too quick to accept a good one.
3. Show off your business as you hire
Hiring new staff isn’t all about getting people to impress you. It’s also about you and your business managing to impress them as a desirable place to work. Talk about your mission and values, discuss office perks and office culture, and make sure every candidate knows how your company does business. Having a candidate drop out because they don’t feel your company is right for them is much better than them deciding later that the working culture isn’t for them.
4. Look beyond the job sites
While you should absolutely advertise the role on whichever sites your industry hires through, there is one problem with them. They only attract people who are already looking for a new job. By using other methods, you can potentially reach people who – while they aren’t actively job-hunting – might be tempted by your company or job. Post your job opening on social media sites, forums for your industry, and wherever else the people you’re looking to hire frequent.
Ask your industry contacts if they know people, and encourage your existing staff to recommend potential candidates. By going through your networks you start off knowing that the candidate has someone who thinks they’d be a great new employee for your business.