A company’s hiring process can be complicated, no matter how large or small the company or role. However, small companies do not have the advantage of dedicated hiring and HR departments and, instead, the process often requires a significant amount of trial and error.
Thankfully, there are some steps that small businesses can take that make the hiring process much easier and more streamlined. Keep reading to learn more about the ins and outs of hiring new employees, specifically for small businesses.
Understand the law
This is perhaps an obvious point, but it is nonetheless important. All small business owners need to understand both state and federal hiring standards and laws. The Small Business Administration has a series of guidelines on hiring and helpful tips and advice, which are useful to refer to when considering what steps to take next.
It is also essential for small business owners to understand their insurance responsibilities. Small businesses in Virginia with at least three part-time or full-time staff members must have workers’ compensation insurance to help cover costs if an employee is injured while working. While this may seem daunting to organize, there are several options for businesses in Virginia that make insuring workers easy and efficient.
Take the time to consider the kind of team you want
As a small business, you are probably already fighting an uphill battle with deadlines, budgets, and time constraints. However, take some time to consider the kind of work culture you want to create and how the company’s mission could best be achieved by the staff. You may then find that the hiring process becomes much easier.
Once you have a sense of the kinds of people the company needs, and the type of culture you want to foster, you can tailor job specs accordingly, and take that sense of culture and mission into interviews.
Personality is key
As a small but growing business trying to attract top talent, it is essential to let its personality shine out in the job descriptions. That does not mean you have to use terms like “coding rockstar” or “organizational ninja,” but it does mean that it is worth taking the time to write an accurate job description and review it with several people before posting.
This also extends to your website and social media copy. Suppose you are looking to attract a specific type of employee. In that case, you can be sure that they will check your website and social media, along with the job spec, so it is worth investing time and effort into ensuring that your site accurately reflects the company’s personality, goals, and mission.
Get the message out
Try advertising for open positions on your website and your social media. People who follow your company on social media or check the website regularly are already interested in the company and could make for enthusiastic employees. The best part is, advertising on social media and your website is entirely free!
Be honest about challenges
During the interview process, the interviewees also determine whether they think your company would be a good fit for them. You can reduce turnover by being honest with the interviewees about the company’s challenges and those they will experience within the role. As a small business, the company will have its own unique set of obstacles to overcome. However, by being upfront about the challenges in place and presenting how you plan to overcome them, you will attract employees interested in overcoming obstacles.
Get creative with interviews
If your company is growing exponentially and is interested in building a team from the ground up, why not consider a group interview? Group interviews are a great way to gauge team dynamics, cooperation, and professionalism, and are especially useful for hiring sales professionals or junior professionals.
Collate your knowledge
Once you have completed hiring and training, you can save time and develop a more efficient hiring standard by collecting and recording your experiences. By keeping a thorough record of your thoughts, experiences, and actions throughout the hiring process, you will be able to refer to this record the next time you hire a new candidate and gradually refine the process.
Regarding training, once you have trained the new employees, try to collect both qualitative and quantitative feedback from them and, using their responses, see how you can improve on the training materials you have.
These are just a few of the many steps small businesses can take to begin the hiring process and develop a strong team. Hiring new employees can be difficult and involves a lot of trial and error, but as the company grows and you become more accustomed to the process, it will become much more manageable.