When hiring an employee for your business, start the hiring process with a carefully-considered plan in place. If you just jump right in, be reminded of Forrest Gump’s famous quote about life being like a box of chocolates: “You never know what you’re going to get.” Decide everything you want from your employee, and consider what your potential hire might be lacking. What level of experience and expertise do you require? Are you willing to train? What will the salary be? What ROI (return on investment) are you expecting from your new hire? Are you going to lowball the offer, and will you negotiate? These are all just some issues to consider when hiring an employee for your business. If you want to hire a high-quality individual that will stay with you as your business grows, you’ll prepare as much as possible.
The first step in your hiring process is research. Find out if the competition is hiring for similar roles and what salaries are being offered. What verbiage and terminology are they using to attract new employees? If their employee-search wording sounds like what you want your employee-search advertising to sound like, tailor your ads along the same lines to get a similar feel. Just be sure to do this without outright copying your competitor. That sort of behavior is never a good idea and could even cost you some SEO points in your Internet ranking.
As you find potential hires, research them. You don’t want to hire an employee that has a seriously checkered past and a criminal background that might cause problems within your company one day. Intelius and backgroundchecks.org are just two of the many criminal background check websites available. If you don’t do your research, you could be subsequently hiring an employee who only lasts for a short period of time; that is time completely wasted that could have been used training a high-quality candidate. It also costs man-hours from your HR department to conduct interviews. Turnover costs are expensive!
As with any hire, you’ll need them to fill out several documents for tax and legal purposes. Some of this documentation includes W-4, I-9, consent to drug testing, state withholding tax form, direct deposit form, non-compete agreement, and employment contract. There could be more paperwork depending on the industry, location, or if the position is governmental or not.
Whether you are looking for a job or you are hiring an employee, the Internet has a vast choice of job-related websites to choose from. Indeed claims to be the #1 job site in the world, and others include ZipRecruiter, SimplyHired, and GlassDoor . LinkedIn is a useful and popular employment and business website where employees can be found.
Another option is to have someone in your company, preferably someone from the HR department, post your own ads in hopes of finding a suitable candidate.
A third option is to hire someone from within your company to fill the position.
One crucial component of hiring the ideal candidate for your business is to write a thorough and effective job description. The job description should be crafted around the vacant position and include the skills and qualifications necessary to carry out the tasks required of the new hire. You’ll also want to add enough colorful marketing to make the position attractive to a potential candidate while being specific enough not to attract too many of the wrong candidates.
When writing a job description, you’ll have a list of necessary qualifications your candidate must qualify for to get the job. This could mean a certain level or area of education in addition to a specific amount of experience. After these tangible qualifications have been satisfied, you’ll start looking at other intangible skills you feel would add something beneficial to the position. These skills might include a willingness to learn, ambition, foresight, attitude, optimism, work ethic, curiosity, confidence, integrity, and honesty. Some of these qualities might overlap, and some might not seem immediately relevant, but these intangibles can sometimes mean the difference between finding the perfect job candidate or letting one slip through your fingers.
Give your job candidates plenty of notice before conducting an interview. Of course, they’ll be practicing and researching, and you want them to show you the best they can be. You want to try to put the candidate at ease to keep them from being nervous and botching the interview. After you are finished interviewing all of your prospective job candidates, pick your personal favorites in addition to the ones with the best qualifications. Afterward, schedule a second interview or more until you are confident you have found the best applicant for the position.
Make a Job Offer
When you make your job offer to a potential new hire, you want to be fair, so you don’t lose them to a competitor. You’ll want to offer appropriate benefits and leave room for future raises based on performance and time in the new position. Depending on how badly you want that particular job candidate, be ready to negotiate.
In conclusion, be sure what your company needs, how much training your business is willing to offer, what qualifications are mandatory, how much you’ll pay, how flexible your company is (in addition to how flexible the potential new hire is), and have a list of answers ready for any questions that might come from the job candidate. Treat the job candidate with respect, and make them feel welcomed and comfortable. Not only are they trying to impress you as a business owner, you should also be trying to impress them as well.
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