{"id":115,"date":"2012-12-02T20:21:36","date_gmt":"2012-12-03T04:21:36","guid":{"rendered":"http:\/\/www.fhtw.biz\/wp\/?p=115"},"modified":"2013-01-13T20:32:37","modified_gmt":"2013-01-14T04:32:37","slug":"tips-for-finding-and-hiring-the-right-employee-the-first-time","status":"publish","type":"post","link":"http:\/\/www.targetsuccess.biz\/wp\/?p=115","title":{"rendered":"Tips for Finding and Hiring the Right Employee; The First Time"},"content":{"rendered":"

\"Red<\/a>Hiring the right employee, the first time, is probably one of the hardest parts of running a small business.<\/p>\n

And nothing is more costly than getting it wrong.<\/p>\n

Sometimes hiring mistakes are unavoidable, but with preparation, a firm understanding of your needs, and a targeted search, you can often find exactly the right candidate for your needs.<\/p>\n

<\/p>\n

Here are some top tips for navigating the hiring process and finding and retaining the right talent.<\/p>\n

1) Create a Rounded Job Description<\/strong><\/p>\n

Create a job description that clearly defines the duties of the position, as well as the skill and experiences required to fulfill these responsibilities. And because you are competing with other employers with potentially deeper pockets, make sure your job description is attractive to motivated candidates who are looking for more than perhaps just a big pay check.<\/p>\n

Explain how the position has the potential for challenge and growth, your commitment to an appropriate work\/life balance, and other benefits over and above salary.<\/p>\n

2) Determine your Compensation Package<\/strong><\/p>\n

Determining prevailing wage rates can help you form a sense of how to structure your compensation plan. Take a look at comparable positions in local job listings for clues and talk to local organizations such as your chamber of commerce, Small Business Development Center, or employment bureaus for advice on salary and benefits. Some benefits are required by law, some not. Check out this Employee Benefit Guide from Business.gov for information on what benefits are required and what are not.<\/p>\n

3) Set a Realistic Timetable for your Search<\/strong><\/p>\n

Don’t feel pressured to make a quick hire because of an upcoming initiative or a pending project. If you need help sooner rather than later, spread the work load out among existing employees, or consider hiring a temp or independent contractor to help out until you find the right hire.<\/p>\n

4) Advertise Your Job<\/strong><\/p>\n

Spreading the word is always best done in a targeted fashion, and the same goes for finding and attracting the right candidates. Putting an ad in the paper may attract a deluge of candidates, but it’s certain that most will be unqualified. Try to narrow and focus your search. This might be as simple as putting a ‘help wanted’ sign in your store front window, but if your position is specialized, advertise your listing with targeted channels such as trade publications and online job boards that allow you to narrow your search criteria.<\/p>\n

Networking is also a great way to find talent. Get the word out via your professional society, trade association, LinkedIn network, or via partners, present employees, customers and friends.<\/p>\n

5) The Selection Process<\/strong><\/p>\n

Conducting targeted soft-skill assessments will filter the large candidate pool into those that have the characteristics needed for your type of job. Because you already have a defined sense of what you are looking for, selecting candidates for interview shouldn\u2019t be too difficult. Keep your pool of interview candidate small, no more than 4-5 is a good number. Be consistent in your preparation, questions and interviewing across all candidates by following a structured interview process \u2013 this will reduce the subjectivity typically found in traditional interviews.<\/p>\n

Judge applicants on skills and characteristics valuable to success, not on doing the same job elsewhere.<\/p>\n

You will also need to be aware of Equal Opportunity Laws<\/a> and Prohibited Employment Practices<\/a>‘ including what information you what can’t ask candidates during the interview process.<\/p>\n

6) Follow-Up<\/strong><\/p>\n

To help you with your hiring decision, it is always a good practice to invite your shortlist of candidates back for a face to face interview and, if possible, have someone else in your business conduct an informal peer interview.<\/p>\n

Do check references. Many larger companies don’t and it can help you avoid a dangerous mistake. If the position involves access to sensitive data, finances, etc. you may wish to consider doing a full background check. Remember, you don’t have unlimited rights to dig into an employee’s background, so read up on what you can and can’t do when conducting a pre-employment background check.<\/a><\/p>\n

7) You’ve got a New Hire \u201cNow What?’<\/strong><\/p>\n

There is a lot involved in on-boarding a new hire. Here are some additional resources from Business.gov that can help you handle your employer obligations and grow and retain your team talent!<\/p>\n