After starting your small business, the next task is recruiting the best employees that will help your business grow. Once you advertise a job opening, a lot of job seekers will apply, but getting the best candidates is always a headache. And which candidate you pick can make or break your business. That’s why I’ve put together 5 tips that will help you recruit the best employees.
1. Go social with applicants
It’s not enough to ask applicants questions about their career and suitability for the job. You or your human resources team should go social with applicants. By this, I mean taking the time to research their social presence. In this case, your focus should be on LinkedIn as it’s a social network for professionals.
Their LinkedIn profile should give you a good picture of their background, skills, and value they can bring if hired. Take a look at their experience, posts, and comments and see if they align with the job description and your business.
And you won’t be the first to do this. Most Fortune 500 firms that hire freelancers on LinkedIn research the social media presence of applicants.
2. Have a technique for interviewing
To identify and hire the best employees for your business, you should use the best interview techniques. Interviewing in a haphazard way means you won’t emphasize what matters to your small business or learn where the candidate best fits in.
To begin with, you need to prepare for the interview. Don’t think it’s only the interviewee that needs to prepare. Know what you’re looking for and have your questions prepared in advance.
As the recruiter or hiring manager, consider the core value of the business as you review a candidate’s resume.
Be discerning as you create the job description for the position you want to hire. If you don’t know where to start, an AI writer or generic LinkedIn job description for that position title can give you some ideas.
3. Check for career commitment
Some job applicants may be looking for a few bucks to pay their bills. They may not be committed to their career and could quickly leave a job once they see something that will pay them more money. This is why you should check for commitment to their career.
One way is to inquire about their last job and why they left. Another is to ask if they have acquired additional skills, licenses, or certifications to advance their career.
For example, an accountant in the United States who wants to build a career in accounting and provide accounting services to businesses is expected to have Certified Public Accountant (CPA) license. If they already have the license, have they kept up with the continuing education requirements?
4. Listen to the questions they ask
Two-way communication is essential when interviewing employees for your business. Leave room for the candidate to ask questions and listen to them carefully.
The questions candidates ask allow you to make clarifications so you can get on the same page with them. This prevents misunderstanding post-recruitment, especially as it concerns the obligations of the company to its employees.
5. Check for compatibility
An employee who has the required qualifications but isn’t compatible with your company’s culture isn’t a great fit.
Let’s assume you have a company culture where every employee is respected and treated equally, regardless of their gender or ethnicity. If you mistakenly hired someone who makes racist or sexist remarks, this could create a toxic workplace, which may affect productivity and increase turnover.
Confirm that the candidate has the social skills to get along with others and tell them about the shared values and standards in your work environment.
The growth of your business depends on the employees you have. I have carefully picked the tips that will help you hire the best. It’s up to you to keep them in mind when hiring for the next job opening in your business.
