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Best hiring practices for small businesses

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Behavioral Event Interviewing

Founding a startup and managing a small business can be tough when you don’t have the right people behind you, which is why we put together this best hiring practices guide to help you find and hire star players for your company.

1. Define principles

You should have a set guideline for the hiring workflow and screening process in order to streamline the standards among every hire. Make sure you define your company’s principles, what you are looking for in every employee and identify the company culture.

Defining your principles can be as simple as setting a list of guidelines, such as “always question rather than assume.” A good example of company principles can be found here under “The 10 Buffer Values.”

2. Determine need

Before you hire someone, decide if you truly need a new hire. Some companies may hire additional employees simply because they are in a stage of growth, without actually needing any new team members. For example, evaluate if you can combine two positions so that one star player effectively handles two roles (with appropriate compensation, of course).

Ask yourself; does our company need this position?

3. Define the position

Determine exactly what you are looking for before you begin your search. You should be armed with a clear job description, because it’s almost impossible to find the ideal candidate when you don’t know the role he or she will be filling. Your job description should have an outline of responsibilities, qualifications and information about the company. Let readers know what qualities someone should have in order to be successful in that position.

Ideally, the job description should be written by someone who has done the job before and understands the duties. The language should reflect the company culture and should stay away from preferential language.

4. Select the job board

Once you have your job description, select your channels. Research which networks have the highest quality users and take note of which job boards get you the best applications. For example, if you are looking to hire someone in marketing, there are various marketing communities that can reveal who is an industry leader or who is serious about learning more. Invest in those channels that will get you top talent, skip the rest.

5. Hire actively

Go beyond job postings and don’t just wait for applicants to come to you. Identify professionals who would be a good fit for the company and the position, then invite them to apply. By hiring actively rather than passively, you are flipping the onboarding process. Instead of choosing the best out of your applicants, you can target the best professionals you can find, effectively expanding your talent pool.

6. Assess your candidates

In addition to their skills and qualifications, look at how well your candidate will fit into your teams and company. By hiring for personality and job fit, you can gain team members who contribute valuable insight and collaborate well together for success.

7. Interview

Talk to your top candidates about previous work experience and ask them for specific examples of their skills. Here’s a great list of common interview questions you can draw inspiration from.

How do you hire?

Did we miss anything? What are your best hiring practices to get top quality team members? Let us know in the comments below.


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