by Admin . December 24th, 2014
Part of scaling up your small business is expanding the human component. Eventually, your tasks would build up and you would need to hire new people to help you with other specific jobs. You would also need people with a certain level of expertise to get quality work.
(Photo credit: World Relief Spokane)
Not only would you need particular skills for some of the required tasks, you would also have to make sure that the person you are hiring is as perfect a fit to your company culture as Cinderella’s foot is to her glass shoes.
You would need to train that person for the first few months on the job. You would need to plan his progress and how he or she fits within the bigger picture. You would essentially spend a lot of time focusing and training that person.
But think of it as an investment, albeit with the risk of leaving your business. In this case, the reward of having an able employee that would be a great fit to your business far outweighs the risk of the same employee leaving your company.
Finding the potential of a perfect fit though is another matter. Here are some of essential but often forgotten stuff that you need to do during the recruitment process.
I know it’s a hassle to take some time writing the specifics of the job such as particular skills needed or the actual responsibilities. It’s much easier to say you’re hiring an IT Programmer and post it in your company website. Seriously though, write that job description.
And be specific. (Photo credit: marcus_jb1973)
You and your hires might have different ideas on what the job really is about. You might be looking for a programmer specializing in Java but all of your signups are trained in C++. Doing the write-up prevents confusion and saves you a lot of time.
It also sets expectations on the job as well as the culture of your business. Take some time to write a detailed but concise write-up to communicate what you really need.
Similar to pretty much anything that you would do in your business, you would need a list of key performance indicators for your new hire to evaluate, in a sense, if the shoe fits.
(Photo credit: Glamhag)
Thing is, the CVs and portfolio of your potential hire may matter from the start, but you won’t really know if your hire fits your business until he actually starts working with you — thus the need for employee evaluation.
Assuming you have written the job’s description, be clear with the employee that he will be evaluated but be sure to base the criteria on the job write-up. Set up goals that need to be met and the assessment methods that come with it.
Also, don’t be afraid to speak up your mind regarding your employee’s subpar performance. Similarly, don’t be stingy with the praises either.
You got a new asset! Show some enthusiasm!
(Photo credit: Lotus Carroll)
Be excited about the employee that you are recruiting. This isn’t a police interrogation; it’s a conversation. Talk about your business, what you do, and what you expect your employee to do. Say that you are excited about his stay in the company.
Not only would this show positivity in a somewhat tiring task, it would also motivate your hire to do his best to meet your expectations.
Unless he’s a slacker. But why would you hire a slacker?
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Do you have more tips for hiring people? Comment them here.
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