7 Tips for Finding and Hiring the Right Employee – The First Time
Posted on August 9th, 2010
Hiring the right employee, the first time, is probably one of the hardest parts of running a small business.
And nothing is more costly than getting it wrong.
Sometimes hiring mistakes are unavoidable, but with preparation, a firm understanding of your needs and a targeted search, you can often find exactly the right candidate for your needs.
A great source of hiring advice can be found in the form of SCORE. SCORE has been offering free advice to business owners for more than 35 years and in addition to partnering business owners directly with professional mentors, also offers a wealth of online resources to help small businesses be successful.
Here are some of SCORE’s top tips for navigating the hiring process and finding and retaining the right talent.
1) Create a Rounded Job Description
Create a job description that clearly defines the duties of the position, as well as the skill and experiences required to fulfill these responsibilities. And because you are competing with other employers with potentially deeper pockets, make sure your job description is attractive to motivated candidates who are looking for more than perhaps just a big paycheck.
Explain how the position has the potential for challenge and growth, your commitment to an appropriate work/life balance, and other benefits over and above salary.
2) Determine your Compensation Package
Determining prevailing wage rates can help you form a sense of how to structure your compensation plan. Take a look at comparable positions in local job listings for clues and talk to local organizations such as your chamber of commerce, Small Business Development Center, or employment bureaus for advice on salary and benefits. Some benefits are required by law, some not. Check out this Employee Benefit Guide from Business.gov for information on what benefits are required and what are not.
3) Set a Realistic Timetable for your Search
Don’t feel pressured to make a quick hire because of an upcoming initiative or a pending project. If you need help sooner rather than later, spread the work load out among existing employees, or consider hiring a temp or independent contractor to help out until you find the right hire.
4) Advertise Your Job
Spreading the word is always best done in a targeted fashion, and the same goes for finding and attracting the right candidates. Putting an ad in the paper may attract a deluge of candidates, but it’s certain that most will be unqualified. Try to narrow and focus your search. This might be as simple as putting a “help wanted” sign in your store front window. If your position is specialized, advertise your listing with targeted channels such as trade publications and online job boards that allow you to narrow your search criteria.
Networking is also a great way to find talent. Get the word out via your professional society, trade association, LinkedIn network, or via partners, present employees, customers and friends.
5) The Selection Process
Because you already have a defined sense of what you are looking for, selecting candidates for interviews shouldn’t be too difficult. Keep your pool of interview candidate small, no more than four to five is a good number. Be consistent in your preparation, questions and interviewing across all candidates.
Ask broad, open questions. Let candidates tell you what they think is important for you to know about them — it can be very revealing! Then follow up with detailed questions.
Judge applicants on skills and characteristics valuable to success, not on doing the same job elsewhere.
You will also need to be aware of Equal Opportunity Laws and Prohibited Employment Practices – including what information you can’t ask candidates during the interview process.
6) Follow-Up
To help you with your hiring decision, it’s always a good practice to invite your short list of candidates back for a second interview and, if possible, have someone else in your business conduct an informal peer interview
Do check references. Many larger companies don’t and it can help you avoid a dangerous mistake. If the position involves access to sensitive data, finances, etc., you may wish to consider doing a full background check. Remember, you don’t have unlimited rights to dig into an employee’s background, so read up on what you can and can’t do when conducting a pre-employment background check.
7) You’ve got a New Hire – Now What?
There is a lot involved in on-boarding a new hire. Here are some additional resources from Business.gov that can help you handle your employer obligations and grow and retain your team talent!
- Business.gov Employers Guide – From taking care of employment forms, setting up payroll, and complying with labor laws, this guide covers all aspects of managing an employee.
- Growing your Business as a Team: 10 Team Building Tips from the Real World of Small Business
- Get More from Your Team – 5 Employee Incentive Program Ideas that Pay Off
Similar Posts:
- An Employer’s Guide to Hiring, Managing, and Nurturing your Small Business Team
- 4 Tips for Hiring and Managing Interns
- Hiring Interns – 6 Tips for Setting up an Internship Program
- Building your Finance Team – Do You Need an Accountant?? Could You Benefit from a CFO?
- 4 Tips for Giving Your Business Retirement Plan a Check-Up – Before the IRS Does!
Tags: First Time, Right Employee, Time
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