A Collection of Articles to Help You Make the Right Hiring Decision
This post contains tips and advice related to hiring from a variety of authors, each providing their own insights, but first, a few brief points to consider.
As a business grows, so does the workload. Many businesses will start out with the owner doing all the work. This may work for some businesses, but once your business grows, you may not be capable of handling the workload. If you continue to try to run it on you’re own, your business will begin to suffer, and you’ll reduce further growth.
Signs You Need to Hire:
You Can’t Keep Up With the Workload
When you can’t keep up with the workload, then you need to simplify the job, eliminate some tasks, or it’s time to consider getting some help.
You Can’t Service Customers Effectively
Your customers are one of the most important parts of a business. Without them, you have no business. Therefore it’s very important to make sure you’re doing everything you can to go over and above when servicing your customers. If your customer service is lacking because you’re understaffed, then it’s time to consider hiring the staff you need.
Sales Are Suffering
Suppose you can’t keep up with filling orders. In that case, that’s a good sign that your business is moving in the right direction. People want what you have to offer, but your revenue and profits suffer when you can’t fill orders on time. If you see this as a trend, you need to consider improving by hiring the right amount of employees that will allow you to fulfill your orders.
When your business is ready for expansion, you need to keep in mind the extra workload. Naturally, when a business expands, the workload may also expand. You need to staff accordingly to ensure your expansion is successful.
How to Hire an Employee
Identify Job Requirements:
You will want to identify the task you’re hiring for. That means defining each part of the job and writing out a detailed description of what the job entails.
This will help you become very clear about what you need and help the job applicant understand what’s needed.
You may want to add duties to the job description. In the future, if you need your employee to perform these extra duties, it’s easier to say it’s in the job description than it is to add extra duties out of the blue.
Identify the Experience Needed:
You want to define how much experience you’re looking for. You may want somebody with 2 to 5 years of experience or you may opt for minimal experience where you’ll train on the job.
Identify the Personality:
You may want to jot down a few characteristics of the type of personality you’re looking for. For example, you may be looking for someone serious or someone with a laid-back personality. When you identify what you’re looking for, it will be easier to screen the best candidates during the interviews.
Identify the Skills You’re Looking For:
Make a list of the most important skills you’re looking for and prioritize them from top to bottom. During the interview, you can rate them on a scale from 1 to 5. This will help you identify the people that have the skills you’re looking for.
You may also want to come up with a few questions regarding the skills you’re looking for.
Come up with questions that help you identify, intelligence, speed of thought, and accuracy.
I would avoid general questions that have nothing to do with the job duties.
Identify the Cost of Hiring:
It’s important to identify the costs involved when hiring an employee. For example, an entry-level position can cost an average of $26,000 per year; that’s just the cost of wages. There are other costs involved, for example, benefits and payroll taxes.
When you consider the job you’re hiring for, look at the cost for one year, and decide whether it’s worth it.
If you find the costs are more than you were expecting. You may consider improving the functions so that you’re getting your money’s worth and attracting qualified employees.
For example, rather than hire for a data entry position and a receptionist costing 26k each, totaling 52K a year, you might combine the two jobs into one and offer 32k.
Identify the Workload:
Now that you’ve looked at the cost involved, you have to consider the workload. Is your workload enough to keep this employee busy year-round? For example, if you have seasonal peaks, you may want to hire a contract position where it’s a few months out of the year.
If the workload is insufficient to keep the employee busy, you may want to improve the job description.
Adjust the responsibilities of the position and combine other tasks that will be your new employee’s responsibility. It’s better to figure this out before you hire because it’s a lot easier to hire someone for a specific job than adding responsibilities later on.
The Effects of Hiring the Wrong Employee:
If you hire an employee that doesn’t work out, you could have the following results:
Hiring the wrong employee wastes a lot of time. You have spent time and money going through resumes, the interview, processing the employee’s paperwork, and training. Now you have to start over again.
If your training process is two weeks, you have lost that time and you must spend another two weeks training somebody new. Keep in mind, it’s easier to hire than it is to fire.
Have a look at this unique collection of hand-picked resources that can help you anytime you consider hiring an employee. Take some time to go through the articles that stand out for you.