One of the first questions I ask a prospective client is, "How do you hire new employees?"  The typical responses I often hear from small business owners are:  1) Through my business referral network, 2) Advertise on jobboards or newspapers, 3) Hire friends&family. 4) Use temporary staffing firms. 

These responses reflect only the strategies or tools used to source or identify candidates. But what happens next?  Hiring involves more than just candidate identification.  What about screening and evaluation? Is this not important in hiring "A" players?   

It is rare that a company tells me they have a "hiring process."  A process would sound something like this:  We use xyz tools to source candidates, the Dept Manager screens and interviews viable candidates, final candidates complete a skills & behavioral assessment, the owner conducts a 2nd interview, and reference and background check is performed on the final candidate.  Now this is a process!  

Seems a bit odd that a company might implement better systems and processes to order office equipment or pay their bills than they do to hire employees. 

In today’s “uncertain times” it is often the knee jerk reaction to say, let’s cut expenses, lose the vendors, bring everything in house and do more with less.  However this can be a very costly move.  While cutting vendors may seem like an easy way to cut costs, outsourcing can actually be an effective way to save money.  Accounting, IT, even sales can all be outsourced to trusted vendors that can cut costs, improve efficiencies, and give you a level of expertise that you couldn’t afford to hire full time. 

Obviously, I recommend turning to outsource recruiting specialist for your hiring needs.  The costs of taking manpower off of other projects to focus reviewing resumes, interviewing, and checking references can add up, but is really minuscule compared to the cost of making a poor hire because the hiring manager was rushed or did not know what they were looking for.  Whether you chose to use an outsourced hiring service, traditional executive recruiting company, or other type of staffing firm, entrepreneurs should be exploring all of their options in order to get the best value for their needs.

As a small business owner, have you ever found yourself scrambling to fill a position?  If you answered yes, then you are definitely not alone.  At Safari Solutions, many of our clients have dealt with the same situations.  Perhaps you recently had an employee quit.  Or maybe business is picking up, and it is way past time to hire that extra accountant.  At this point, it may seem more important to get an employee in the door ASAP.  However, in your rush to fill the position you may be making a huge hiring mistake.

Making a rash hiring decision can be very dangerous.  It is essential that you put every candidate through a complete hiring process.  While the process as a whole can be expedited, don’t skip out on important components such as interviews, background checks, and references.  It’s also important to “stick to your guns” if you have uncover any red flags about a candidate.  For instance, you may find yourself wanting to overlook a candidate’s recent job hopping because they can start next week.  However, will you really feel comfortable that the candidate will stick with your company in the long run?  Strictly adhering to a set hiring process is the best way to ensure that you are making the best possible new hire.

I've been attending Lushin & Associates Sales Training for about a year now, ever since we moved into our new office in the same building.  Every quarter we spend one of the weekly classless on goal setting.  I spend so much of my time evaluating others, that this is a much needed exercise for me!  When interviewing it can be easy to judge people harshly and feel superior.  These monthly goal setting sessions quickly knock me off my high horse and help remind me that I am by no means perfect and need to expect similar from both my clients and candidates.

Lisa Boester recently commented on an article that Ron wrote for our monthly newsletter.  It too, was a good reminder that when there is fault with an employee or a candidate it is often not their fault, but our own that is showing through.

Are there some areas of your business you are annoyed with?  Are there things you could to improve the situation, rather than blame others! 

I'm going to vow to start this next quarter by taking responsibility!  No excuses, one of my mantras from last quarter will continue to be on my bulletin board.  There is no reason that the economy, the election results, or other people should get in my way.

I was chatting with a friend of mine who works at an Indianapolis staffing firm recently and the conversation turned to the unpredictability of candidates, not an uncommon topic when I talk with others recruiting specialists.  “I can do everything right,” he said.  “And the deal still may not go through.”

While I’m sure this is true to an extent in any industry, in the recruitment industry we struggle with the challenge that our “product” is a human being.  Adding in “the human element” leads to so many opportunities for a project to go wrong.  Was the person being upfront when they said that the position was what they were looking for?  Did they have a lingering concern that they never mentioned?  (Even though I asked!)  Or maybe something came up unexpectedly at the last minute, their dog died, another job offer, they were in a car accident…  The list of excuses why a person may just not show up on the first day of work could go on forever. 

So what’s a small business owner to do when they set out to hire?  The key, as it is in so many business decision, is due diligence.  The only way to improve results is to uncover as much information about the candidate as you can before you bring them on board.  There will always be surprises as you get to know each other, but asking the right questions and approaching the situation with your eyes open is the best way to minimize the unpleasant ones!

Stretch

As with owning your own company, when you work in a small business you often have to become an expert in marketing, accounting, mind reading, playful banter, and counseling.  Again, this is one of the best parts of working in a small business.  But remember that your employees are not super heroes.  While the best ones will seem to do the impossible, no one can do it all.

Many small businesses think they have a disadvantage when it comes to hiring, but there are a few key “selling points” that small businesses can maximize to ensure that you get the best candidates possible.  Design your positions to take advantage of these areas and you will appeal to top performers considering your company and keep them there once they have joined your team!

Level of responsibility – Make it a big job – Make your employees important parts of the company.  The more important you make them feel, the more likely that they will be important parts of the company!

Variety – Get employees involved in marketing, accounting, sales, or anything they may want to know about!

Growth - Don’t hold on too tight.  Give your employees the freedom to get out in the community and network on their own.  It is for the best that you are not the only face of your company.

Lack of Bureaucracy – Top performers like to get things done.  The more you do to help them get things done, the happier they will be.

When job boards first emerged as a key hiring tool for employers there were only a few industry giants. Now, the market has exploded with new players! With over 4,000 job boards, it is easy for small businesses to be confused on where to spend advertising dollars. Select the right recruiting tool for maximum results!

General Job Boards: Monster and CareerBuilder remain the largest and most cost effective options for mainstream positions like administration, accounting, sales, and general management.

Niche Sites: A great tool for identifying hard to find talent. Requires some trial and error as the volume of applicants may be low, yet the quality of candidate is generally high.

Aggregators: Job boards like Indeed & Simply Hired pull job postings from other sites. Your company’s career site postings can be listed on them for free!