How to Make Great Hires in Your Small Business

Stocksy_txp9a65d8f63x6000_Small_34724As your small business grows, you begin to consider hiring help to take some of the workload and stress off of you. After all, if you can delegate some of the work that isn’t required to be done by you, you free yourself up to work on tasks that generate revenue. These tasks include things such as developing your company’s overall strategy, scheduling pitch meetings or being the face people see when they walk in your door.

That being said, moving into the land of becoming an employer is far from easy. Turnover in industries like restaurants can be shockingly high, at around 60%, and every time you hire an employee that will leave after a few short months, you’ve got to invest more time and money in finding a replacement.

These tips will alleviate some of these headaches and help you make great hires in your small business.

1. Know What You’re Looking For

The more specific you are in your hiring needs, the better you will be able to find it. Start by determining whether you even need a full-time employee. Possibly you only need a little help, which can be fixed by hiring a part-timer or a freelancer or agency who can take on project work like writing or design.

Then, decide what skills and experience you need. This will help you write a concise job description that will only attract the people that are qualified for the role you’re seeking to hire. Consider:

  • Any special skills that will make the job easier
  • Experience you want in a given industry
  • Job history working in similar positions

Obviously, if you’re hiring an ice cream scooper for the summer, the requirements will be lower than if you are hiring a marketing manager, but it’s still important to determine the qualities the person should have. Ideally, you want people who are hard workers and are committed to your company, who are looking for a job they can grow from over a long period of time.

2. Look in the Right Places

Job boards are the easy (and rather lazy) choice for employers to find employees, but fewer employees are finding value in the masses of unqualified resumes they get as a result. Many call job boards a “cattle call.”

Did you realize 92% of companies use social media for recruiting? Social media may be the right place to begin your search if you’re looking for professionals specializing in marketing or business services.

And don’t overlook your own local network. You may know people who can refer the perfect candidate to you, and since referrals tend to retain employees longer (46% after one year compared to only 22% from job boards), your golfing buddy might be your ticket to finding an employee who will stick with you.

You can also work with a recruiter, especially if you’re seeking to hire a professional with highly-specific skills. While a recruiter will take a bite out of your budget, it may take him less time to find the best talent for the job than it would you.

3. Make Your Company Enticing

Remember: job candidates will be interviewing you just as much as you them. And with unemployment less of a threat than it was a few years ago, they can often afford to be picky about where they work. Make sure your company is positioned to appeal to them.

You can’t expect someone accepting an entry-level position to want to stay in that role for years, so ensure that you have a clear path to growth so that when they’re ready to move up the ladder, they don’t have to leave your company to do so.

Also look at your employee benefits offerings. Are you competitive against what other local businesses provide their staff? Health insurance, vacation time, and other perks should be included in your hiring budget and plan, and should be appealing enough to make anyone clamor to work for you.

Part of finding and keeping good employees is doing your best to clearly identify what you’re looking for in a hire. The rest comes from solid management and providing that employee every reason to want to continue working for you.

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