Hiring. It’s probably the single most important thing you can do for your business, so you’ll need the best hiring practices to ensure your decisions benefit you in the long run.
In a way, we’ll build on the previous post that talked about building a business team, with the difference being that this post will explore different steps in the process of finding talent rather than looking for qualities in an individual.
So keep reading to learn more, as we’ll be looking at some of the best hiring practices you can employ for the sake of your business.
Getting Started with the Process of Hiring
It all starts with timing. As your company grows and you take on more clients and a wider variety of work, the fact that you won’t be able to do it all alone is going to be much more apparent. Because the practice of hiring is considered to be an investment, you want to approach it as carefully as possible.
If you don’t, then you will have wasted time and money in addition to slowing down the growth of your company. So here’s what you can do to ensure the process is as smooth as possible:
- Knowing Exactly What You Want – As the leader of the business, it’s up to you to define just where the business is going and how it’s going to get there. The foundations of your company’s path lie in your business plan, of course, but it’s something that may be constantly shifting, depending on the nature of your business. Either way, you need to know exactly what you want when it comes to where you intend to take your business, and your employees are an extension of that. From skills to personalities, it helps to know just what your ideal employee would be like before you ever create your first want ad and let the word out that you’re looking to hire in order to complement your expansion.
- Publicize as Much as Possible – When it comes to advertising the fact that you have an opening available, one of the best hiring practices you can put into play is to make sure the word gets out in as many ways as possible. It used to be that putting an ad in the paper was all you needed to do. Before long, the paper was replaced by the typical internet job board. Now, it goes much further than that. While job boards are a strong start, they’re hardly the end-all-be-all in an age where everyone is increasingly turning to social media for various operational and promotional needs in the world of business. Likewise, you never want to count out the human element. Use your personal and professional networks to let people in your circles know that you’re hiring as well. By casting as wide a net as possible, there’s no telling who you might draw towards the open job that you have.
- Develop a Strong Screening Process – This may be the most involved step of the process, but it’s also one of the most necessary. As discussed before, one challenge that many small businesses face is one of uncertainty of the future. Best hiring practices dictate that long term thinking in the form of a rigorous screening process can remedy that, because the right process will point out candidates who can help your business thrive. It starts with the right kind of resume, but that really only shows the skills the person would bring to the job. You want to make sure you also establish an interviewing process that assesses the prospect’s personality and ensures his or her fit in the organization will be ideal for everyone involved. This may take, among other things, several interviews with the same person, but this aspect of best hiring practices will ensure you bring in a person who holds values similar to your own and is in it for the long haul.
- Know What You Can Offer – Your business has all sorts of operating costs associated with it, and paying your new employee is the latest that you will have to take on. Since this is a cost that will be ongoing from now on, you want to know what you can afford to offer before you begin your interviews. This, of course, includes salary, but may also include other aspects as well. Best hiring practices related to determining what kind of pay you can offer should start with knowing just what a competitive rate would be for the job you need filled and using that as a foundation. You want to leave some room for things like an applicant’s relevant experience, benefits, potential raises and the like. It’s important for you to know that, while money may be a large part of the equation for many, additional perks and benefits only help to sweeten the deal and make your business more attractive. As a small business owner, you will have plenty of room to expand when it comes to what you offer employees in the future, but you want to create something in the present that entices prospective hires to take the leap if you extend an offer to them.
Remember, running a business successfully does not need to be complicated. Keep it simple!
For more interesting topics on successfully managing the challenges of growing your business profitably, please search our blog at our website www.portalcfo.com.
Manny Skevofilax is a consultant, speaker, and author that helps business owners to make more money by successfully navigating the challenges of growing their businesses profitably. Since 2003, Manny achieves extraordinary outcomes for his clients by using his experience in strategic planning, financial statement analysis, operations, organizational development, and team-building.
Manny can be reached at 410-808-3441 or via email at email@example.com.