When running a small business with few employees, adding a new team member to the mix can be fraught with difficulties. Like any organization, you want to ensure that the individual you hire can do the job. But small businesses also need workers who will be flexible and gel with existing team members. Furthermore, a bad hire can have a far more significant impact on a small company than a larger organization. Consequently, hiring the right person for the job is crucial. Here are some tips to help small business owners manage their way through the recruitment process.
1. Write a Job Specification
The first step is to write a job specification. This document will specify the type of person you are looking for and the required qualifications and experience. The job specification is your description of the ideal candidate for the role. While you may not find someone who ticks all the boxes, drafting a specification will help you identify the most critical character traits, qualifications, and experience for the position.
2. Write a Job Description
The job description is an abridged version of the job specification, which details the duties of the role and qualifications and experience requirements. It would be used as the basis for advertisements for the position. A version of the job description would also be later be used internally as a guide for employees and a basis for future employee performance assessment.
3. Involve Stakeholders
As the business owner, you, of course, have the final say in recruitment decisions. However, it will help to involve existing employees in the recruitment process. For example, you might ask team members for their input into the job specification. And you could have an existing employee have a say in the final shortlisting process.
4. Thoroughly Assess Candidates
Try not to take any shortcuts in recruitment. Allow adequate time for interviews, for example, and invite candidates to multiple interviews before shortlisting. The hiring process can be time-consuming. However, the cost of a bad hire can be high. It's worth taking your time selecting someone for a post in your company.
5. Ask for References
A candidate might look perfect on paper and come across well in interviews. But that is no guarantee of their performance at work once they have their feet under the table. There is also the possibility that candidates might lie or exaggerate. So, it's best to always ask for and follow up references for potential new hires.
6. Consider Attitude and Culture Fit
Employees are often required to wear many hats in a small business. When the need arises, everyone must pitch in, regardless of their position in the company. So, a candidate's attitude is as crucial as skills and qualifications when hiring for a small organization. Quite simply, some people are not cut out for working in small businesses. So, it would be best to look or people with a can-do attitude.
7. Aim to Add New Skills
Resources are usually limited in a small business. So it's generally best to aim to bring in new skills and knowledge with every new hire. Consider, too, what type of employee could free up more of your time. Ideally, a small business owner will have no other tasks than running the business. And the only way to achieve that goal is to hire employees to whom you can delegate tasks you currently undertake.
8. Avoid Overselling the Position
You will, of course, want to attract the best talent. However, it's best to be transparent about the company, role, and prospects. If you oversell the job, your new employee will soon become dissatisfied and possibly even resentful. At best, you will find yourself recruiting again in a few months. At worst, a disgruntled employee can be disruptive and damage the business.
9. Allow Candidates to Interview You
For the same reason mentioned in the previous point, it's best to allow sufficient time for candidates to ask you questions. Allowing candidates to interview you will help ensure no misunderstandings about the position. And this interview technique will also help assess the individual's skills and knowledge relevant to the job.
10. Have a Probation Period
A probationary period can be helpful, even when an employee is hired on an at-will basis. Usually 90 days, a probation period allows the employee and employer to confirm they have made the right decision. Of course, you can always fire an employee who does not meet your expectations. Even so, if both parties understand that the first three months are a trial, it makes the termination process a little less traumatic for all concerned.
The crucial thing to remember is that one person in a small team represents a significant proportion of total resources. So, that one individual can have a considerable impact, detrimental or beneficial, on your company. It's best to take your time with the recruitment process to ensure that you hire someone who can do the job and fits in with the culture and other team members.
We hope these tips will help you manage a successful business.
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