How To Hire the Right Employees For Your Small Business
How do you hire the right employees for your small business? In this video, Dr. Ryan Corte shares a step-by-step process that’ll help you land the perfect employees for your small business.
Hiring the right employees for small businesses has been a significant challenge as of late. If you’re struggling to do so, trust me, you’re not the only one.
Here are the 12 steps I use to hire the right employees for my small business.
1) Craft a well-written job description
To attract the right people to your small business you have to have a strong job description. Doing so outlines specific job details and expectations.
It helps prospective employees understand exactly what they are getting into if they were to join your team.
2) Research appropriate compensation and benefits packages
Most small businesses can't afford to provide employees with a comprehensive benefits package.
With this in mind, it's in your best interest to do some research and find out what makes your opportunity competitive. This includes hourly rates, bonuses, and any benefits you can provide.
Do a google search. Check out other listings or salary recommendations on job boards. Ask similar small businesses in the area. Whatever you do, make sure your compensation package is competitive.
3) Post on the most popular job boards and social media channels
Personally, Indeed and Facebook are my favorite free job board options.
However, there are a ton of paid options out there (just make sure you set aside a budget because they can get quite expensive).
Also, look into industry-specific and local job boards. A lot of them are free and can be very effective.
4) Send candidates introductory questions
As candidates apply to your position, send them introductory questions.
This is a very effective way to narrow down the candidates you want to talk to over the phone. In fact, the vast majority of candidates you send messages won't reply back.
For example, if their commute is unreasonable or they're asking for more money than you can afford, it's not worth contacting them by phone.
On the other hand, if their responses align with what you're looking for, call them right away!
5) Google candidates before you contact them
Honestly, what would we do without Google?
When it comes to finding the right people to work in your small business, take the time to put their name into Google and see what comes up. If they have a common name, include the city and state they live in.
This may lead you to their social media channels. When public, they are a great way to learn more about a candidate.
From blog posts and news articles to arrests and political stances, sort through whatever information you can find about a candidate to further reinforce scheduling an interview with them.
6) Conduct a phone interview
Get on the phone and have a conversation with promising candidates.
Ask them a series of preplanned questions and take good notes.
Sometimes I schedule a phone interview, other times I'll call the candidate and see if they answer. The latter tends to provide more authentic answers, which I prefer.
Regardless, a phone interview can help you learn a lot of insightful information about your candidate and help you identify if you'd like to meet them in person.
7) In-person interview and shadow
When you get to this point you would think that every candidate would show up for an in-person interview. Unfortunately, this is not always the case.
By scheduling an in-person interview and shadow, you can identify a lot!
Did they show up?
Were they on time?
Did they act professionally?
How do they interact with your team?
And, of course, ask them more thought-provoking questions.
8) Call references
It's a lot of work to track down candidates' references! However, I strongly recommend you do.
Get them on the phone and ask them questions about their experience with the candidate.
In particular, I like to ask all references, "would you hire this person again? Why or why not?"
9) Do a background check and drug test
Background checks and drug tests are expensive!
While an optional step, they can be extremely valuable for specific small business roles.
10) Hire for personality and drive >>> background and experience
Most small business positions are trainable! Focus on a candidate's personality and ambition.
We all want really driven, hard-working, smart, focused, and reliable people within our small businesses. Hire for these intangibles and not just somebody's background and experience.
11) Hire slow and fire fast
Take your time to find the right people to work in your small business and have strong onboarding steps in place.
Unfortunately, you're going to hire candidates who made it through your entire interview process that are the wrong fit.
Maybe they're dramatic, toxic, lazy, or unreliable. Whatever the case may be, if you can't trust them, you have to let them go as soon as possible.
12) Refine your hiring process over time
The hiring market has never been crazier and is changing at a rapid pace.
You have to improve your hiring process over time to be competitive. Make small changes and adjustments each and every time you hire.
You can do this! I have confidence and faith in you.
What steps do you take to hire employees for your small business? Let me know in the comments below and stay tuned for my next video where we can reflect and grow stronger together.
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