Small businesses face a variety of fairly common challenges as each new and growing company launches and gains momentum. Dedicated leaders must work hard to improve their product or service, attract a roster of clients, and manage daily tasks to build a solid reputation in their industry.
At some point — usually a point indicating growing success and a strong forecast for the future — small businesses need to hire a team of reliable employees. Office assistants, executive administrators, accounting clerks, human resource managers and bookkeepers are just a few key professional positions that can free valuable time for small business owners.
For many small businesses, however, the hiring process may seem a little unnerving, considering the possible negative impacts of a poor hiring decision. Any type of hiring misfire could lead to termination of employment and the need to start the process all over again, which can be expensive.
Here are five important hiring steps you can’t afford to overlook:
1. Define the Position and Type of Employee You Would Like to Hire
Gather your hiring manager and the departmental leader — professionals such as your accounting manager, legal counsel or the office manager, for instance — to determine the skills needed and standard tasks of the position. With this key information in hand, your team can draw up all desired criteria to distinguish between a candidate who can effectively fill the position or one who is likely to stall progress.
2. Decide on the Terms of the Employee’s Engagement for a Position
Once your hiring team has determined the nature of the position, it is important to decide how long you would like to engage an employee. Depending on the length of a project, or if you need someone to step in full time, there is an array of temporary, permanent and temp-to-hire opportunities. Clearly state the terms of employment anywhere you post the position.
3. Market Your Small Business to Attract the Best Candidates
In order to find someone who is the right fit for your organization, as well as someone who can perform the necessary tasks, it is important to provide information about your business in your job post. List general information about your company’s vision and mission statement, corporate culture, and top compensation benefits.
4. Hire Specialized Candidates to Satisfy Your Small Business’s Needs
Often, small business owners may feel strapped by their budget and try to find one employee to “wear many hats” instead of hiring a separate bookkeeper, payroll clerk or marketing associate. This approach is likely to lead to mutual disappointment, since finding multiple skills as distinct as those in one person is highly unlikely. The best alternative in such cases involves working with temporary employees for each departmental need until your budget allows you to hire a full staff of permanent employees for each specialization.
5. Factor in the Employee Churn Rate
Employee loyalty is not the same as it was just a decade ago. The churn rate is due to employees leaving a current job for something that they feel offers better opportunities. It is not something that any employer should take personally, but it is important to factor the possibility into your decision-making process. If you can handle an unforeseen gap in coverage, simply proceed with caution. However, if you need to make sure a certain position is covered for six months to a year, the best course may be to consider a contract hire with a temporary agency.
Reach Out to a Trusted Staffing Agency for Hiring Assistance
Since 1972, Whitman Associates has served Washington, D.C., northern Virginia and suburban Maryland-area small businesses in all sectors — providing them with high-quality employees for short- and long-term needs.
Whether you require a temporary, temp-to-hire or permanent professional to help your small business flourish, our staffing recruiters are here and eager to help.
Contact us so we can discuss how we can find the right employee to help keep your operations running smoothly.