It’s not easy to find, hire and train new employees, especially if you’re running a small business without a large staff to help through the process.
Small businesses need to be strategic about their hiring and do it efficiently, legally and effectively in order to get the best hires through the door.
If you’re looking to improve your hiring strategies, here are 5 tips for creating a smart hiring process.
1) Google them
We live at a time of TMI – too much information. The internet is full of information on people and their behavior, and this includes information on potential employees.
As a matter of fact, 70% of employers use social media to screen candidates, and the number goes up by the year.
To get a well-rounded concept of an applicant beyond the interview and resume, do a quick Google search.
You may find a seemingly responsible individual or be surprised to find shocking information on them online which could damage your company and its reputation.
Avoid potential backlash caused by employees who are posting or commenting inappropriately, such as harassing or attacking others online or publicly displaying opinions that are contrary to your company’s values.
Do note that there are legal protections regarding background research, so make sure that you’re following your state’s and country’s laws.
2) Use online resources
Small businesses need to register employees, but often the bureaucratic process can be overwhelming to navigate.
Use online resources that provide information for small business owners on necessary registration forms and processes for registering employees legally.
These resources help decrease the learning curve while providing guidance and easy-to-follow instructions, which cuts back on valuable time spent on working through the bureacracy.
You will need your Federal Tax ID Number (aka Employer ID Number), used to identify a business entity. If you don’t have one, you may apply for one online through the IRS.
Do note that in the case of a small business owner passing away, an estate executor will be responsible for acquiring an Estate Tax ID and continuing to operate the business, including reporting employee wages and all employee legalities.
3) Consider the power balance shift
You may be interviewing potential employees, but never forget that they too are interviewing you and your company.
The power dynamics in the job market has shifted within the past decade. Today, candidates have options.
They are able to consider multiple employers, so you too need to convince them that your company is the right fit for their skill-set and a place where they can contribute, grow and enjoy work.
Create a clear message that attracts talented candidates and an interview process that engages them.
Be clear about your company’s services and goals, why it’s a great place to work and grow and what benefits the employee can get out of their contribution.
4) Follow your instincts
Too many times, business owners ignore their own instincts regarding candidates – but that can be a mistake. After all, your instinct is the reasoning of your unconscious mind.
It’s not uncommon for small business to be afraid of hiring inexperienced candidates due to the training requirements or concern of the candidate’s ability.
However, if your gut feeling tells you that this candidate could be a great team member, perhaps it is worth the investment. After a few months of catch-up, the candidate may be a hard-working, passionate employee with skills surpassing his initial abilities.
On the other hand, you may have a situation where a seemingly perfect candidate doesn’t feel quite right. If your instinct is telling you to doubt this candidate, you should probably pay attention.
The right candidate will feel right to you, even if he’s not necessarily ticking all the boxes.
5) Mentor new employees
A smart recruiting process continues even after the candidate is hired.
Don’t leave new employees out to roast – contribute to their progress so they can succeed in their new role. This in turn helps your company by ensuring a smooth integration of new employees.
Start with the onboarding and training so they can understand all the day-to-day aspects of the role and company.
It’s important that new employees fully understand what services your company offers and how they will contribute through their position. It not only educates and acclimatizes them; it also shows that the company cares about their success.
Whether it means pairing them with a mentor in the company or even mentoring them yourself, it’s a vital part of the smart hiring process.