So, you’re looking for an employee for your small business. You surf the job sites, look through 25 CVs, and it appears there are no matching candidates. You jump to professional social network, LinkedIn, but the problem remains the same.
Finally, you manage to find somebody. Not really what you’ve been looking for, but the deadline is coming. Anyway, you invite a candidate for an interview and make an offer and get a refusal. The person doesn’t want to work for small business.
What should you do in this case?
1. Write detailed job description
First, define who is your perfect candidate. Indicate all the needed skills, knowledge, level of language proficiency, etc. You have your target audience, so focus strictly on it. It will prevent you from wasting your time on inappropriate candidates.
Also, mind that you choose among candidates, and candidates choose among companies. So, even in this case, you should apply a bit of marketing knowledge to attract a person you want to work with. Besides describing your project, also explain the duties of your new employee as well as the most important terms and perks.
And the third reason why a detailed job description gives you a great advantage is that you can send it to a staffing agency and they will find you a proper candidate quickly and hassle-free.
2. Discuss terms of employment
It’s unacceptable to invent the terms and perks on the spot. Prepare for the interview – think over the perks you can offer to your prospective worker. The approach “First show us what you can, then will consider the question of perks” is totally wrong. It ruins your brand credibility and reputation.
If you take the hiring process seriously, there is no need to hide any information from your future employee. On the contrary, the more details you provide, the better. Make sure your candidates understand what they are supposed to do in your company. Imagine that the person has already passed four rounds of interview, the offer is made, but he/she refuses at the last minute because the salary is too low. You spent your time, prepared the documents but everything was in vain.
3. Focus on hiring
No doubts, small business owners are extremely busy people. They are Jacks of all trades – manufacturers, business developers, marketers, designers, etc.
No wonder they often forget about recruiting and HR. But this part of a business is of ultimate importance since it forms a team of people you will be working with. So, approach hiring with all responsibility. Set some time of your working day to look for candidates. Respond to calls, reply emails, read CVs – don’t make your candidates wait. They will flee to your competitors if you linger too long.
4. Mind location
Go beyond the limits of your area. Your choice is no longer restricted to the neighboring territories because some tasks can be easily done remotely.
Copywriting, marketing, software development services can be provided from any part of the world, and the reason to consider this type of employment is price. Hiring an offshore dedicated team might cost you cheaper than getting one in-house worker. And sometimes you have to find a person with rare a skill. In case of skill gap in our area, you can easily hire a remote specialist with the needed knowledge and experience.
5. Be patient
You will have to sift up a sheer number of resumes to find the right one. Stay focused on your needs, do not sacrifice your vision for the sake of filling the vacancy.
Your final goal is to find an employee who will help you with your business. You don’t need a one-day worker who will let you down in a month or so, choose among the reliable candidates. Invest your time to get the best results. You won’t find a matching candidate in three days, but it’s ok because you cannot make the complicated decisions like this in such a short time.
6. Check references
Contact the former employers of your candidate after the screening interview. It’s better to do it afterward to prove your opinion about the candidate.
A businessman who has never dealt with hiring might think that checking references is a kind of lost labor. But such approach is erroneous – sometimes references play even more important role than the interview itself. Never approve candidates before talking to their supervisors. If somebody from your network can give a reference to the candidate, it’d be perfect. If no, choose one of the top managers from that company.
When candidates refuse to provide you a reference, it means they want to hide their bad relations at work or bad performance. Try to get as much information as you can.
7. Avoid overhiring
The huge advantage of a small business is its size which makes it flexible and adaptable. Don’t try to make it bloated once you start to get profit. Hiring more people doesn’t necessarily mean more work done. Mind that the more people you employ, the more time you have to dedicate to managing them. And again, no time left for business itself. So, when you can do without extra workers, do it!
Hire those people who are self-disciplined and cope with several tasks. Getting independent employees will save you time for focusing on core responsibilities instead of supervising them and holding numerous meetings.
Be sure to leave a comment if you have any questions.