As a small business owner, your business is your baby. Recruiting can be quite stressful when considering the costs associated with bringing on a new member and the weeks that follow, hoping that they are as spectacular as they seemed in their interview. We have highlighted three key factors to consider when hiring for your small business that will make your recruitment process more targeted and will result in successful, less stressful, hires.
The most important question to ask yourself is what skills do you and your employees currently lack. Maybe marketing isn’t your strong suit, your supply chain causes more headaches then value or you think you can take your business to the next level if you bring on a superstar salesperson. Regardless the skill, it’s important to assess your businesses blind spots and recruit to strengthen those areas first.
In the working world, what we all come to realize quite quickly is that the people make the place. You can have the job of your dreams but if you don’t enjoy the people you work with and the environment they foster, coming to work everyday can become unenjoyable. As a small business owner, this is crucial for the success of your team. Dive deep into thinking about what makes your company culture strong and what may strengthen it.
Your company culture may be best described as competitive, demanding and fast-paced. A different company may describe their culture as fun, nurturing and team-oriented. There is no right or wrong environment, but it’s best to be honest with candidates about what the company values to ensure a successful match.
When thinking about what may strengthen your team, consider a few different candidate profiles. Perhaps a young, ambitious, go-getter with little experience and a strong work ethic will add something fresh to your culture. Or, maybe you want to bring someone on that is more versed in their field and can bring experience, structure and seniority to your team. Recognizing what profile suits your current needs best can make the recruiting process simpler and more productive.
After meeting a few candidates that fit the profile you’re looking for, it’s decision time. When you reach this point, I suggest that you have your top two or three candidates meet with a reliable member of your team that embodies your company culture and has a strong grasp of what types of individuals will thrive in your company environment. Having a second opinion can never hurt, they likely will pick up on a few things that may be helpful in your decision-making process.
With an internal skills assessment, cultural alignment and your team onboard with the hire, you’ll feel confident bringing on a new employee that’s in it for the long haul. As the recruiters say – “best of luck!”