The hiring process can sound lengthy. Moreover, as a small business owner, you might be tensed whether the staff you hire will be competent and dependable or not. Yeah, it is tough to depend on human resources, but don’t worry, with a little bit of alertness and smart work, you can hire qualified and reliable staff for your small business.
A small business needs to hire employees in a short span, and this target could be overwhelming for you. Hence, we have tried to cover the effective ways to hire employees quickly and get your staff on board. Moreover, the hiring time might seem like a milestone but suddenly becomes overwhelming. It brings costs and extra work on the business owners.
In the United States, it costs around $4000 for a company to hire a new member of the team. We help you reduce these costs with our practical tips. Just go through these steps and implement those that fit your requirements easily.
Step Zero – Be legally ready to hire employees.
This is a basic step, and we assume you have completed this step. It needs to register your company to be capable of hiring new staff. Tick off these registration aspects and then get ready to hire staff legally and confidently. On the same lines, you will need to apply for an Employee Identification Number.
Step 1 – Evaluate your job requirements.
If it is the hiring stage, it doesn’t mean you need to fill up all the standard job positions available. You need to understand and figure out why you are hiring a specific person and fill up the job post. This step also helps you determine the job responsibilities of the staff you will be hiring. For example, which tasks they will handle, which responsibilities they can take up, and whom they will be serving. Do you really need a traditional marketing executive, or your digital marketing team can hand over the said task easily?
Similarly, you can decide whether you want a permanent employee or you can handle the said tasks to a freelancer instead. How many hours does the employee need to put in the job for your business operations? Again, you can decide about the contractors or freelancers you want to hire and fill permanent positions.
Step 2 – Check the hiring sources of your competitors/potential employers.
It is evident to get inspired by the marketing strategy of a successful company. But it will be a great benefit if you seek inspiration and ideas from a company’s hiring strategy (that has reliable and incredible staff). Put in the effort and understand how potential employers are searching for the right candidates. Maybe, they stick to a particular online hiring platform or choose only referrals. Know their strategy not to imitate but draft your own hiring plan.
Step 3 – Understand how potential employees search for good companies.
You might try to post an attractive ad on Facebook, but the potential employees might be busy on LinkedIn for job posts. This confusion can cause you to get stuck at the same place while your employees never reach you at the right time. Hence, we suggest finding out the platforms your potential employees search for related job positions. Then, you can draft your recruitment strategy and choose hiring platforms accordingly. There are several hiring platforms; ensure that you are acquainted with them and know how to utilize them wisely.
Step 4 – Get your recruiting essentials right.
This process starts with the following micro-steps:
- Creating the best job description ever.
- Posting jobs online on relevant hiring platforms.
- Asking existing employees or partners to suggest references. This could be cost-saving, but you need to be conscious and not trust anyone blindly.
- Search for the right candidates on social media platforms such as Facebook groups.
- Hire a recruitment consultancy service to hire the best and most talented workforce.
Another step is to frame a recruitment process to systemize and not burden your HR staff with this responsibility.
- Utilize excellent screening techniques to shortlist the best candidates. It is always advisable to narrow down options to the minimum as the more the number of candidates, the more confusing it will be.
- Arrange for a systematic interview process. We know that there is no good or bad interview, but it is your responsibility to make the candidate comfortable. You are supposed to evaluate three core aspects of a prospective employee – personality, technical skills, and culture.
- Frame the right interview questions. It should not make the candidate uncomfortable or nervous. The questions should be brilliant enough to evaluate the candidate’s skill and work approach. Yes, it is challenging, but if you spend sufficient time framing the perfect questions, you will be specific and successfully align your values with those of the employee.
- Always check for the personality of the employee and not merely the skills. You are supposed to evaluate the body language, language, punctuality, articulation, and other aspects of a person.
- Keep your company website ready and attractive, having a unique user experience. The moment a potential employee checks your job post or ad, they will check your company website immediately. Hence, even if it is a small business of yours, you are supposed to create a good experience for the candidate to check. They should feel that the company offers a conducive work culture to let them work and grow in their careers.
- Implement tracking and recruitment software depending on your job requirements. It simplifies the recruitment process and lets you hire staff rapidly. Fix a budget and then choose software accordingly.
Step 5 – Review the outcomes regularly.
You cannot let the recruitment and selection strategy work on its own because it may or may not be perfect. You need to know which platforms work for you, how an interview process works, and which questions you can change, add or tweak.
Step 6 – Set up a payroll system.
Now, let us talk about money matters. How much can you afford to pay your employees? Well, this looks like a frank question, but it is 100 percent true and needs to be answered. Payroll is not simple, and it needs to be taken seriously. Hence, first, learn and acquaint yourself with it. Then, be well-versed with the related laws and the software used. It is a small business, so you can manage with in-house staff and software, but in the future, you need to keep it flexible to hire a payroll provider.
In a nutshell, you need not be overwhelmed with the tasks to do for hiring the right employees, but plan out an effective strategy instead. The next task will be team management and retention, but as of now, all the best with the hiring process!
Research potential candidates, create an effective job description, leverage recruitment software, and promote job opportunities on social media networks.
Leverage job boards and recruitment software to post job opportunities, network with industry associations and ask for referrals, and look for passive job seekers on social media networks.
Ensure that all hiring practices comply with federal, state, and local requirements, such as completing and properly filing forms for I-9s, W-4s, and other necessary paperwork.
Consult with a knowledgeable attorney to review documents and procedures, stay up to date on labor laws, and follow the guidelines set forth by the hiring manager’s human resources department.
Make sure to review resumes and references, conduct interviews, and potentially have prospective candidates complete a skills assessment or background checks.
Yes, small businesses must comply with federal and state taxes, withhold and pay income tax withholding, and make Social Security and Medicare contributions.
Provide job descriptions, company policies and procedures, handbooks, and relevant state and federal laws pertinent to the position.
Utilize payroll software, manage vacation and sick time, develop an effective employee evaluation system, and communicate with employees on a regular basis.
Offer competitive salaries and benefits, offer professional development and training, provide meaningful feedback and recognition, and create a positive and enjoyable work environment.
Have a uniform terminations procedure that follows state and federal guidelines, understand and provide any required benefits or payments, and provide a comprehensive exit interview to gain feedback on the experience.