Focus on . . . Hiring
So you've decided that you need full-time employees for your small business—Congratulations! If you are like most, the instinct is to dive in—write that job description, advertise, and wait for the flood of responses from applicants. While this common practice provides an immediate sense of satisfaction, when it comes to building a professional staff, it is wiser for the small business owner to invest in a process and materials that will draw the caliber of individuals she expects—now and in the future.
To be on the successful hiring path, attract a viable pool of candidates, and ultimately have the right person on board, you'll want an advisor and a consultant who can take the burden off you. However, should you insist on going it alone, these steps will help frame your approach:
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Examine the role(s) you will need based on your true business goals and align your hiring decision accordingly.
Although it sounds simple, you'll want to look closely at your perceived need and how it relates to your ultimate goal.
For example, if the invoices, word processing, mail, and phones are leaving little time for you to focus on critical tasks,
such as increasing your customer base, you might decide to hire an administrative assistant. But, through some tough
introspection, you might discover that, even with front-office support, you'd still be without a clearly defined plan or
the expertise to gain more customers. Given your most pressing goal—more customers—and this new perspective, there is a
wider range of hiring possibilities now (e.g., an entry-level inside sales, marketing, or business developer position, etc.)
to meet your true need head-on and result in a better investment of your hiring dollars. Because a companys true needs are
varied and sometimes hard to see from within, a trusted external advisor can help you to identify them.
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Determine a competitive salary based on market
expectations and your budget. Market research is your best approach, but you will
also want to consider the scope of the position. If it is too broad and your salary
is too low, it may be a losing battle. Scrutinize the description for tasks that can
be outsourced at a lower rate and what tasks might be tackled with existing resources.
Without research, you may be overestimating your salary offer, thereby missing out on
cost savings. Web sites like
salary.com and
payscale.com can help you
determine appropriate pay ranges for specific skill sets.
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Write a professional, targeted job description.
Ensure your job posting speaks the language—and meets the expectations—of
its intended audience. If you aren't sure, conduct market research or seek out this
specialized knowledge.
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Develop an assessment checklist
for phone screening. This is an important tool to systematically determine who you
will interview. After all, your time is precious and you'll want to reserve it for
the best of the best!
- Approach your
hiring project from all angles. If you've followed the advice
above and put your needs out there, you're opening the doors to
all applicants. You'll also want to reach out to pre-selected candidates
who meet your requirements to provide a counterweight to the process.
Be as proactive as possible. Determine what your future and ongoing
needs may be and network. Use tools like
LinkedIn,
XING, and
ZoomInfo
to meet potential candidates, or outsource this data mining and
cultivate the results. Join users groups and associations where
potential employees for your organization might be. This can also
mean proactively seeking candidates by perusing the job boards for
employment-seekers if you have access. The value is that you are
saving a step by prequalifying candidates; the only consideration
is how much wiggle room you have in salary negotiation, should you
find the perfect fit. This recruiting process also can be achieved
with outside resources. "Hiring the right people at the right time
can make or break a company, especially a small business. Recruiting
is an ongoing activity you should always be recruiting even if
you do not have an open position," advises Tami Heyden, Partner
at Louis Heyden
Group.
- Create a timetable for the tasks above to ensure you stay focused and on track. All too often our good intentions become lost in the face of conflicting demands, and actual implementation of our goals is a distant memory. If you set deadlines, delegate, and hold yourself and everyone else accountable, you will have a better chance of following through.
If this hiring process takes up too much of your time or you get stuck, remember we can help you through, ultimately providing you with:
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A customized, competitive description
for posting that is backed by industry research with respect to responsibility and
salary expectations
-
Reusable elements
of the job posting and a standardized format for future hiring initiatives as you
grow
- Company-specific qualification tools to use going forward
The final result will be a professional on staff who is invested in your business and meets—or exceeds!—your requirements. For information on a complete package or a la carte services, contact Tracy Diziere & Associates.
For a recruiting program or assistance, contact Tami Heyden at Louis Heyden Group, 602-326-1890 or tami@louisheyden.com.
Good luck!
