As a business owner hiring is part of your job and your vision for your business should be at the core of everything you do. Therefore, it’s your responsibility to hire employees who share your vision and buy into the journey you are embarking on. Whether you’re hiring a permanent staff member or looking for someone to fill a short-term contract, it pays to get the right person.
With just a little planning you’ll be able to easily identify exactly what you should be looking for in your new recruit. This will make it easier to find candidates and narrow down your choices. Eventually you should find the perfect candidate for each role you look to fill.
Planning your hiring strategy
The first thing to consider when developing your hiring strategy is where you want your business to be in a year and how many employees you’ll need to get there.
- Identify what’s missing from your team
Make a list of the tasks you want each new employee to take on.
- Hire people with a mix of skills
Having a range of skills within your team will allow them to adapt effectively to changes in the environment as opposed to having too many of one type of person – too many cooks spoil the broth.
- Know what you can afford
Research the market and offer a competitive salary that is within your budget. Someone with the experience you desire may be unaffordable but someone flexible who is ready and willing to learn could be a better option.
Consider your company culture
As the owner, you have a big influence on your company’s culture – the way it thinks and operates - but so do the people you hire. So consider these points before you start hiring:
- What is your company culture?
Find out how everyone but yourself currently views your business.
- What do you want your culture to be?
What successful companies inspire you? What can you change to behave like them?
- Do you want to hire someone who might challenge your company culture in a positive way?
If you feel that your business is stuck in a rut, someone who can challenge the status quo may breathe a new lease of life into your team.
- How will you define your culture in words when you’re recruiting?
It can be difficult to explain your culture to someone who doesn’t yet know the business so take the time to ensure that candidates know what to expect when they work for you.
Find the right candidates
Of course you could use a recruitment agency but depending on your budget it could prove too expensive. Couple that with the fact that it’s now easier than ever to reach your desired audience and you could develop a cost effective recruitment strategy of your own.
- Add a page to your website that details up-to-date job vacancies and contact details.
- Use your LinkedIn account to seek out local people with relevant skills and tell them about your vacancy – the worst that could happen is they won’t want the job in which case you don’t want them working for your company. You can’t lose!
- Advertise your vacancies on social media where they're more likely to get shared amongst relevant communities.
Remember that the more places you announce that you’re hiring the more likely you are to find candidates but don’t forget to keep track of your costs to avoid going over budget.
What to look for in an applicant
Here a few things you may want to look for in a potential candidate:
- Relevant and up-to-date qualifications
A candidate with knowledge of your industry is often, but not always, a benefit.
- Work experience and a background in your industry
Identifying what relevant experience, knowledge and skills they will bring with them can be key when it comes to decision making.
- Successes both inside and out of work
This will indicate whether they are a well rounded individual or not
- Hobbies and interests
Employees with a good work/life balance are often more creative and productive than career focussed individuals
Determining how a new employee is going to fit into your team can be critical for the stability and morale of your existing staff
Employees who are able to adapt to changing environments and undertake different tasks are invaluable, especially to small businesses
- Problem-solving ability
An individual who has the ability to overcome challenges with lateral thinking is often an asset to any business
- Communication skills
Having employees who are approachable is a huge benefit to any business, knowledge is useless unless it’s communicated effectively
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