If your business is becoming busy, then chances are you’re busier than you can cope with. You might have been putting off hiring until you were sure your business was going to succeed. As more and more orders and customers come through, you’re going to struggle to fulfill them on your own. That doesn’t mean you should rush into any hiring decision though. It’s a huge commitment, and one you can’t easily get out of if you make the wrong decision:
Detailing The Role
It’s important you have complete clarity on the role you want filled. It’s easy to start a wishlist of skills and abilities your new employee might have. There are probably dozens of other tasks you hope they might be able to take on. But you might be setting yourself up with problems if you don’t define and stick to the role you are advertising. Nobody likes to feel put upon or taken advantage of. The job they need to do is the one you’re paying for. Don’t expect or ask for extras if you’re not willing to offer something in return.
Checking The Budget
Paying a member of staff every month, no matter what, is the biggest challenge for any new enterprise. There are some other costs that you need to consider beyond the offered salary. You will need to pay taxes, insurances and pension contributions. There might also be a benefits package offered.
You can get an idea about the labor laws in your area by checking out specialist websites like www.elliswhittam.com for legal advice. This will help you to figure out a more precise sum that you need to budget for when hiring someone. After all, age might make a difference here.
Checking The Advert
Your ad must comply with local laws. For most places and most jobs, you cannot request only candidates of a certain gender, age or ethnic background can apply. This might be positive discrimination, but discrimination, exclusion, or hints of your preferences are not permitted.
If you are going to detail the salary on offer, this might, in itself, put certain candidates off applying anyway. You also need to consider where you want to advertise the post. Many employers use an agent, but for very small businesses this might not be practical.
As the applications roll in, a few will stand out as being unsuitable. A small number will pique your interest enough that you might want to interview them. Feel confident in your approach as this reassures the candidate of your genuine intentions. Make sure you have a checklist of questions you need to ask. They might help your candidate elaborate on past experiences, or challenge them to solve typical problems for the new role.
A brief interview by phone can help you clarify some details, but you should always meet in person before hiring. You might hire based on a gut feeling. Perhaps the candidate is very articulate and confident? Can you work closely with this person for eight hours every day? It’s not easy to find the right candidate, but if you’ve done your prep, you can at least eliminate the wrong candidates.