Biz Features

3 Essential But Often Forgotten Things To Do When Hiring

by . December 24th, 2021

Last updated on August 9th, 2023

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.

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(Photo credit: World Relief Spokane)

Let’s face it. The recruitment process is tedious work.

Not only would you need particular skills for some of the required tasks, but you would also have to ensure that the person you are hiring is as perfect a fit to your company culture as Cinderella’s foot is to her glass shoes.

Having the correct hiring strategy in place or partnering with a legitimate company to do the hiring for you will make so much difference. If your company wants to scale or expand overseas, it may be better to find a company that offers recruitment outsourcing services and partner with them to save costs and at the same time, tap a global talent pool.

If you choose to do everything in house, talent sourcing and hiring will just be the beginning of your endeavor. Training people would also pose its own challenges.

You would need to train that person for the first few months. The training should include not only familiarizing employees with their main duties but also educating them about cybersecurity topics, including identifying phishing attempts and browser choice so they can understand the difference between Brave and Chrome and other browsers regarding security and privacy features.

It would be best if you planned his progress and how they fit into the bigger picture. You would spend a lot of time focusing on and training that person. You must also invest in mentoring software to facilitate their growth and development.

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 an excellent fit for 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 but often forgotten stuff you need to do during recruitment.

1. Do that job write-up!

I know it’s a hassle to write the job’s specifics, such as particular skills needed or the actual responsibilities. It’s much easier to say you’re hiring an IT Programmer and post it on your company website. Seriously though, write that job description.

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And be specific. (Photo credit: marcus_jb1973)

You and your hires might have different ideas about the job. You might be looking for a programmer specializing in Java, but all your signups are trained in C++. Doing the write-up prevents confusion and saves you a lot of time. Creating a job aid for implementing a specific task would greatly help.

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 your needs.

2. Formulate a reasonable evaluation method

Similar to anything 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.

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(Photo credit: Glamhag)

The thing is, the CVs and portfolios of your potential hire may matter from the start. Still, you won’t know if your hire fits your business until he 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 them.

Also, don’t be afraid to speak your mind regarding your employee’s subpar performance. Similarly, don’t be stingy with the praises, either.

3. Be excited!

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 employees to do. Say that you are excited about his stay in the company.  Also, introduce the newly hired employees to the tools/software you use. So, for example, if you are a construction company, you can train your employees how to use your construction estimating software or CRM to empower them to work efficiently and contribute to the success of your projects.

Not only would this show positivity in a somewhat tiring task, but it would also motivate your new recruit to do his best to meet your expectations.

Unless he’s a slacker. But why would you hire a slacker?

CHECK OUT: 3 Great Ways For Your Blog To Make Money

Do you have more tips for hiring people? Comment them here. 

ABOUT THE AUTHOR:

Kevin is a reader first, a writer second, and a gamer somewhere in between. When not rooting for Tyrion Lannister for the Iron Throne, he's probably writing some morbid short story. He enjoys some surreal art, clever advertising campaigns, and a warm cup of coffee while reading Murakami.