As a small business owner, you’ve probably done it all yourself – servicing clients, bookkeeping, answering phones, or even cleaning the office. But if the business is going well, at some point you’ll decide to hire a team member. You can either use a recruitment agency or conduct your own recruiting. This depends on your available time, budget and confidence in doing it yourself. If you choose the latter, here’s a list of steps to consider:
- Firstly, create a Position Description. This establishes if the role is permanent or contracted, full time or part time, the probationary period, salary and entitlements, work schedule, specific tasks and responsibilities, and if work is conducted on-site or remotely. There are numerous templates and examples online to help create your Position Description.
- Advertise the role. Where and how you advertise depends on the industry and role type. Consider existing online employment sites, along with industry-specific print publications or websites which target potential candidates. View similar job adverts to help write your own ad. Make sure you clearly and accurately represent the role and your business. Note: you don’t have to advertise the salary, but you may want to state that unsuccessful applicants won’t be notified any further (meaning you won’t have to reply to potentially 150 unsuccessful people.).
- Review and create a short list of approximately 5 applications, considering them against the position description.
- Establish interview questions. Create questions to establish skills and experience including problem-solving, personality type, working style, and fitting into the business’s culture. You also want to determine their long-term motivations and ambitions. Again, refer to online resources to help create these questions.
- First round interviews – can be conducted in person or over the phone. Initial phone interviews are a great, efficient way to establish a candidate’s basic skill set and personality type. If you’re more comfortable doing this in person, then schedule a 1:1 in a quiet, confidential space.
- Second round interviews – Once you’re down to one or two preferred candidates but can’t decide, then schedule second round interviews. This is where you really establish their cultural fit and true potential. Ask them to offer examples of challenging situations, lessons learned and what they can offer the business going forward.
- Reference checks – Once you’ve decided on your preferred candidate, conduct at least two reference checks. Ask about the candidate’s competence, professionalism, and potential. It’s a good sign if the referee states they would happily employ that person again.
- Job Offer – If applicable, once they’ve verbally accepted your job offer, you should send them their employment contract stating all the conditions of employment, including position description, non-disclosure agreement, tax forms and other induction materials. This contract is a legal document which needs to be signed and returned to you.
- Unsuccessful candidates should always be notified. If someone has taken the time to come in and meet you, then return the courtesy by phoning them rather than sending an impersonal email.
- Induction & Training – Once they’ve commenced, make sure you offer all the relevant training and induction need to fully understand the business, their role, their team members and client requirements. Make sure they have all the required business tools and are familiar with their work site. It’s also important to regularly check in to ensure they’re settling in and performing their role. This is a great way to answer any questions or address any challenges they may be having.
See my other blogs outlining the above steps in more detail. You can always liaise with your business coach to assist with any of your hiring and recruitment needs. For more information about how to hire a new employee, contact Rajiv at Bare Inc today.