Last Updated on June 2, 2024 by Dave Schoenbeck
Finding and hiring good employees can be challenging for small business owners. After all, your business’s success depends directly on your employees’ success. There’s nothing more disheartening than going through the tedious hiring process only to end up with an employee who slacks off or quits after a few months.
Fortunately, hiring good employees for your business doesn’t have to be complicated. These 5 tried-and-true tips will help you attract and hire top talent, regardless of industry.
1. Be clear, direct, and specific in the job description.
You can’t expect to find the right employee if your job description doesn’t accurately describe the position. List the required skills and experience and give an idea of what day-to-day tasks might look like. It’s also important to be transparent and honest about any challenges you expect the employee to face within the position.
If you require an employee willing to grow with the company – someone who can wear many hats, work independently to solve problems, and be comfortable with frequent change – be upfront about that in the job description. This will weed out candidates who can’t roll with the punches and offer the skills you need. Watch for my future post about “positional contracts” and how this new twist on the traditional job description can add exceptional clarity and buy-in from your future superstar.
2. Ask the right questions.
When you’ve found a candidate you’re interested in, interviewing, planning, and asking the right questions at the correct times is crucial. It’s often a good idea to consider more than one round of interviews. The types of questions you ask should also shift as you move a candidate from the first interview to the second.
When hiring good employees, the first interview is about getting to know the candidate. What is their background? How do they see their world? What are their strengths and weaknesses? What value will they add as an employee? Then, if you like what you see and hear, invite them back for a second interview to ask some more hard-hitting, in-depth questions.
A staged approach ensures you don’t waste time asking overly specific questions with the wrong candidates in the first interview. Additionally, a future 2nd interview lets you know your candidate and what makes them tick. Finally, John Maxwell’s Leadership Law #9, The Law of Magnetism, is an excellent resource when evaluating possible employees.
3. Use behavioral assessments to learn more about candidates.
You can learn much about job candidates through resumes and interviews, but you likely can only learn some of what you need to know to determine if they’re the best choice. Behavioral surveys are an excellent tool for hiring good employees. You can help you learn more about your candidates’ soft skills, such as:
● Empathy and emotional intelligence
● Communication and interpersonal styles & skills
● Critical thinking skills and thought processes
● Ability to cope with pressure and stress
● Motivation (i.e., What drives them?)
● Honesty and morals
● Organization skills and attention to detail
4. Always check with references.
Dr. Phil said it best: “The best predictor of future behavior is past behavior.” Ask all job candidates to include a handful of references. Then, call those references for some insightful information about the candidate. Many employers skip this step, yet it can yield important insights.
Ask for references to confirm some basic details, like describing the candidate’s past job responsibilities, but remember to dig deeper. Ask questions to learn more about the candidate’s strengths and weaknesses from the reference’s point of view. For example, how valued was the candidate among their previous team members? Specifically, ask their references to allow you to help them develop the candidate’s skills. If you do this in a helpful, positive way, they will be much more open to telling you where the developmental opportunities lie.
It should be easy to determine whether the reference speaks about your candidate in a generally favorable or unfavorable way. This will make your decision to hire good employees easier.
5. Remember new-hire orientation and training.
Many businesses approach hiring with the mindset that the process is over once they’ve hired a new employee. Not even close!
You can take advantage of the fact that your new hire is excited about their position and eager to please. Please provide plenty of on-the-job training and learning opportunities. After all, even the best new hires can only flop and succeed if you provide them with the tools and training they need to succeed in your company.
Attracting and hiring good employees for your business doesn’t need to be stressful. By following these 5 tips, you’ll have a great team behind you in no time.
Are you ready to start attracting and hiring good employees for your business? Get even more customized hiring insights with a complimentary video coaching session with Coach Dave. Contact Dave today!
Coach Dave
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