10 Tips for Hiring Great Employees

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new employeeHiring the right employee and keeping them engaged is the secret to a successful business. Your employees are the lifeblood of the company and each one of them contributes to the success of your business. You must make sure that each new hire is the best that you can find within the required time frame, and once you find them it’s your job to make sure that they adapt to the their roles quickly.

Here are 10 tips to help you find and hire great employees

1.  Define Your Business Needs
You’re hiring an employee for a reason, so define that reason and figure out what kind of person and skill will best fulfill the company’s needs. Knowing what you need before you fill a position will help you create an effective job description and a guideline to find the right candidates.

2. Know your Company’s Culture
There is a strong relationship between the culture of the company and retention of employees.  A person hired based on their fit with an organization’s culture is more likely to thrive in the business and become a valuable company resource.  Therefore it is important during the interview process to discuss your company’s culture.

 3. Recruit Aggressively
Companies that select new employees from candidates that simply walk in to their door are missing the best candidates. Your recruitment plan must include posting jobs online, referrals from current employees, networking, LinkedIn, and other social media outlets. Staying aggressive will also allow you to keep an eye out for any great hires for future openings you may have.

 4. Take on Lots of Applicants
Interviews can quickly turn into a drag. Applicants can be difficult to handle and you can be tempted to hire the first person you like. However, rushing the process will not be in the best interest of your business. Make a commitment to interview as many candidates as possible to maximize the odds of finding a great employee for your company.

5 Ask the Right Questions
The interview process will let you sift through your applicants and figure out which ones have the most potential, but only if you’re asking the right questions.  The most effective questions to ask are usually behavioral based.  This allows the candidate to answer questions based on their past experiences or skills rather than a quick yes or no answer.

 6. Check References
This is a critical step in the hiring process.  This is your chance to verify the information that the candidate has provided to you and to make sure that you are not hiring another boss’s problem employee. In addition to checking references I also suggested conducting drug testing, criminal background checks, and personality testing.

 7.  Offer Attractive Compensation and Benefits
I suggest being upfront with candidates about your salary requirements. You should base the salary on research you have done and on your budget. Just because your company is a small business it doesn’t mean that you can’t offer competitive perks.  Click here for some ideas

 8.  Make sure your New Hire knows the deal
Your job description can only explain so much. It’s important to discuss the job requirement in detail and if possible conduct a hands-on orientation. This is also the time to discuss how you will evaluate the employee.  I suggest outlining 3 Key Performance Indicators to your new employee and evaluating them on a regular basis to see if their performance is acceptable.

 9. Offer Training
Many small business owners fail to see the value in providing formal training to their employees.  They focus on the bottom line and overlook the value of enhancing the skills and knowledge of their work force. Formal training gives employees the opportunity to learn how to solve business problems effectively using proven methods.

 10. Mentor the New Hire
A mentor can go a long way towards building company loyalty and improving the morale of a new employee. A mentor does not have to be in the same department as the new hire but they contribute in helping the new employee assimilate to the company and new role faster.

You’re bound to make a few mistakes with your hires, and that’s okay. What is important is that you minimize the odds of those mistakes and make sure that any wrong hires are quickly terminated before they cost the business a lot of money.

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