Hiring new employees is a critical task for small business
owners, but it can take a lot of work and time to find the right person for the
job. You have to determine where to post job ads, comb through resumes,
interview applicants, and decide who is the best fit for your company. Since
your team plays a huge role in your company’s success, consider these five tips
for improving your hiring process so you can find top talent.
1. Manage your employer reputation
If you have a reputation as a good employer, people will
want to work for you. You can build a strong reputation by regularly
responding to employee reviews on sites like Glassdoor, asking your
staff to share their experiences with your company culture, and posting videos
and pictures of your team on your company’s social media profiles.
People who follow you on social media already know and like
your business, so they might be a great employee or know someone who will be
the perfect fit. By managing your reputation and sharing your culture across
social media, some of your customers may start looking for opportunities to
work for you.be attracted to your company as an employer and start seeking
opportunities to work for you.
2. Rethink your job posts
A job post is the first impression you make on job seekers.
It’s important to make sure your listing is accurate and professional, but also
shows your company’s personality.
To attract more job hunters, consider including why someone
would want to work for you. Include any perks your company offers, like the
ability to work from home, a flexible schedule, or discounts on merchandise. You can also
share your company culture. For example, if your company is
close-knit, mention the company picnic you throw at the beginning of every
summer for your staff and their families.
Then, talk about the job itself. Share any necessary skills and
mention the attitude or personality traits that would make someone successful
in the position. For example, if you’re hiring a salesperson, you might look
for a go-getter who always looks for new opportunities to help the company
At the end of your job listing, don’t forget to tell potential
candidates how to apply.
3. Involve your staff
Ask your staff to help you look for a new team member or if
they know anyone who would be right for the job. If you end up hiring based on
an employee’s recommendation, consider giving them a small gift, such as a few
hours off or a gift card to their favorite restaurant, to encourage your team
to continue referring great candidates.
You should also consider your current staff any time you
have a job opening. There might be someone who is ready for a promotion or
would be the perfect fit for the position. You’ll gain a great reputation for
employee loyalty if you hire from within whenever it makes sense.
4. Be selective
You don’t have time to interview everyone who applies, so
don’t try to. Instead, review each application and separate them into three
you want to interview.
that you might want to talk to if you’re not impressed by anyone after your
first round of interviews.
who do not meet your qualifications or would not be a good fit for your
After you’ve started your interviews, don’t give into the
temptation of hiring quickly because you and your staff feel overwhelmed by
your workload. It will pay off in the long run to take your time and be selective.
Look someone who fits not only the job, but also your company culture. Otherwise,
you could find yourself in a vicious cycle of hiring and firing. Read also: 13
Interview Questions to Ensure a Cultural Fit
5. Keep in touch with candidates
Great candidates can go off the job market pretty quickly,
so they aren’t going to sit around and wait for you if you don’t communicate
with them regularly. When you’re considering a candidate, keep them posted on
the progress until you make your final decision and respond quickly to any
questions or concerns. If they’re really interested in your company, they may
be willing to wait for you.
After you’ve hired your new team member, create an
onboarding process that encourages them to stay with your company. Learn more about how
to make a great impression on your new hire during their first 90 days with your small business.