Hiring for Small Your Business

| August 18, 2015 | 0 Comments

When you are deciding what kind of business to start, think twice before you pick a business where hiring is harder than finding a rocket scientist. What do I mean? If you choose a business that requires an expertise or skill that you yourself don’t have, obviously you will need to hire someone who has that skill. Make sure you can find and hire such a person within no more than three days. If you can’t, the employee has you hostage and will eventually know it.

As a rule, it is hard to grow when you cannot hire quickly. HR expert, Carolyn Hughes, of SimplyHired.com insists that hiring qualified employees on the fly is the key to sustained growth:

A company can only grow as fast as it can hire great people. Your success as a business depends upon your commitment to the hiring process. The benefits of finding great people who fit with your company culture, share your vision and make an immediate and lasting impact cannot be understated.

One of the biggest problems of finding qualified applicants is having unrealistic expectations. When you put together your list of job requirements and skills for the job ad, do it with the understanding that you will never find an employee who is going to match your requirements one-for-one. Liz Ryan, CEO and Founder of Human Workplace, writes

 

If you sit down to write a job spec and can’t think of two dozen people you know who could pass the resume screen, walk into the role and perform it perfectly (and for the salary you’re planning to pay) then your job spec is out of touch with the real world. It may be merely fanciful. It may fall all the way into delusional territory.

This perfect match is applying for jobs at the next step up, not down. If you DO find this perfect match, you may want to offer the person a job as a project manager or something else with a higher pay grade.

Be aware of possible labor supply issues when it comes to lower skilled workers, too. In some labor markets, you may encounter shortages of these workers, especially during particular seasons. Above all, be aware of what your labor pool actually looks like. Placing ads will give you some indication. However, you might want to contact the local Chamber of Commerce and talk with other business owners about the labor supply challenges they have encountered.

Take stock of your workers. If you imagine your employees had 1 year contracts, who’s contract would you not renew? What employees are “irreplaceable?” What responsibilities are covered by each employee? How fast can you hire new employees, get them trained and ready to work?

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