Preparing to Recruit and Hire New Employees

Recruiting Guide Home > Chapter 1

Before posting a job ad, you must know exactly what you will require from a new hire. Established businesses need to keep this in mind, but it is even more essential for start-ups. Analysis of the job’s requirements is critical, especially if you do not already have a complete picture of the position’s duties and expectations.

When hiring, you need to know exactly what you are looking for in a candidate. You also need to know what you have to offer as an employer. Finally, you need to clearly communicate that information to potential hires.

You may be tempted to skip these steps and jump ahead in the process.

…Do not do that…

Taking these initial steps in the hiring process will lay a SOLID FOUNDATION for your candidate search, and that solid starting point is how you win. ‘Slapdash’ work up front will only create more work for you later.

What do you really need in an employee?

The first step in hiring is to be honest with yourself:

Do you genuinely need to take on more employees at this stage in your business’s life?

Could you instead delegate work more effectively among existing employees to erase the need for a new hire?

These are all points you need to consider before hiring, because every new hire comes with a price tag that can include salary, health insurance, unemployment benefits, or other perks.

Let’s say an employee costs you $15 an hour inclusive of salary and benefits. What is the business value of that hire? Can the individual contribution of that employee directly impact your revenue? Maybe not?

In this case, you may want to reexamine the need to hire.

Then ask yourself these questions: Will customer relationships suffer if you do not hire? Does your business need a new hire to manage future growth or create new opportunities?

If the answer is yes to either of these, you can reasonably start searching for new hires.

Hiring has a cost, but you must also examine the costs of not hiring. Considering these costs will give you a clear idea of what your business needs at that particular moment. With that information, you can make better, more informed decisions.

Hiring Outside the Box

Peak seasons of business and mounting workloads can leave employees feeling stressed or even panicked. When the work is too much to handle, an extra pair of hands can help alleviate the pressure.

But before you start searching for candidates, consider this: Does an extra pair of hands always need to be a permanent hire?

To bolster your staff for only a short period of time, hire an independent contractor or freelance staff. Depending on your business, freelancers and contractors can be a great hiring choice. Freelancers can work remotely, and contractors can work on-site for a specific period of time.

Another option is to engage the services of a temp agency. Temp agencies offer flexible staffing solutions and are great for filling immediate and short-term needs.

A variable hiring model can be a great solution to any pain points among your staff. Projects spanning various industries, including industrial labor, professional and technical, can benefit from variable hiring.

At its core, this hiring model is great for keeping regular staff levels lean. This flexibility means you can boost staff levels when needed. If you have no need of extra staff, you can stay small, and then scale up again when the need arises.

Chapter 2 – How to Design a New Job Position >

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