4 Hiring Tips for Your Small Business

4 Hiring Tips for Your Small Business

Hiring a new team member or multiple team members is an exciting step for your small business. For one, it typically indicates that business is booming, and you need another set of hands on deck to help you manage the wave of customers and requests. It also brings with it the prospect of new talent, skills, and energy among your existing staff. While so much of the hiring and on boarding process is intriguing, a lot of it feels really intimidating, too.

In this post, we’re breaking down the hiring process to help you find exceptional employees without second-guessing and time-sucking. From streamlining your interviews to prioritizing skills and experience, these hiring tips can be applied across your available positions to secure great talent time and time again.

1. Start with resumes, but don’t forget the cover letter

Resumes present a standard, structured view of an applicant’s work history, skills, and education, but it’s more of an at-a-glance perspective than an in-depth one. You might see that the applicant has a writing background, but the style they’re used to and the topics they cover could make a big difference on their candidacy.

When looking at a resume, look for similar job titles, educational merits, and relevant skills, but don’t count out applicants who don’t meet all of the marks. A resume is designed to span just one page, so they could have some other skills that spark your interest, but they can’t go too much into detail on a single 8×11”.

Resumes seem to be the all-important piece of paper on a job application, but we think cover letters are worth a closer look! Cover letters not only reveal more about a candidate’s experience and skill set, but they also give you a sense of their personality, writing skills, and professionalism. A cover letter with loads of typos and grammatical errors might indicate that the applicant doesn’t care too much about the position or aren’t very detail oriented. To save time, use a grammar checker like Ginger or Grammarly to get a quick view of letters with too many mistakes to take a closer look at.

2. Improve your interviewing

Interviewing is one of the most insightful steps in the hiring process, but for many, it’s not the highlight. From awkward candidates and interviewers to off-guard answers, interviewing can be a struggle for everyone involved. But with some high-level tips, you can polish up your procedures in no time:

  • Conduct panel interviews to save time and get multiple perspectives on applicants.
  • Delegate must-have questions to panel interviewers.
  • Start off with a brief introduction of yourself and your connection to the available position.
  • Stick to scenario-based questions for job-related questions.
  • Don’t forget to ask questions about their personal interests, too.
  • Open up the floor for questions.

3. Screen top candidates 

Once you’ve got your ideal candidate in mind, you’ll want to get them on the job ASAP, but before they clock-in, consider running a background check first. You might be wondering “how long does a background check take,” and “will this set my hiring timeline back?” Thanks to modern technology, hiring managers can pull employee background checks in an instant.


READ  Eleifend Amet Penatibus Etiam

Background checks are fairly standard, especially for positions that deal with money or customer service. This quick screening process can give you the peace of mind you need to make a great hire—with identity verification, employment history, and criminal records at your fingertips, you can make a safer and more informed decision for your business. 

4. Build a strong training program

Congrats, you’ve made it through the hiring process! But before you wish your new hire well and send them off, make sure you’ve taken the time to onboard and train them first This crucial step is key to retaining employees, and it’s also what will take your talent to the next level. 

With all of the tools and knowledge they need to succeed, your new team member will feel more empowered to do their job and do it well. If you’re not sure where to start, worry not, there are pre-fabbed online onboarding platforms that can help you develop and customize a training program that works for you and your future hires.

With these four tips, you’ll be well on your way to building a bolder, better team!

Leave a Reply

Your email address will not be published. Required fields are marked *

Related Posts