Finding the right employees for your small business is far more complex than looking for someone who can do the basic tasks you need to have done.
Jim Collins in his landmark book “Good to Great” reminds us that it is not enough to get the people on the bus, you have to get them in the right seat. You not only need a competent worker with the appropriate skills and experience, you also likely want someone who will fit in with your company culture and represent your brand well.
With limited time and tight budgets, small businesses need to be efficient and practical when it comes to the hiring process. Planning your approach and thinking through any questions or complications ahead of time can make a big difference in the success of your candidate search.
Here are some steps to take as you prepare to attract and hire the right person for your team.
Write a realistic job description
You’ll need to create a job description to communicate your position. This may seem simple, but it’s a vital step. Think through what you really need and how to convey that in a clear, detailed manner. A good job description includes a realistic portrayal of the position’s responsibilities and takes an appropriate perspective on the skills and abilities potential candidates should have. It should also include a sense of the company’s priorities and culture to help candidates self-select as a good fit.
Diversify your recruitment channels
Get the largest pool of candidates you can by tapping into a wide range of recruitment avenues, including multiple job boards, job fairs, outreach to local universities, referrals from your team and network and social media. Also look for internal candidates before you spend a lot of energy looking outside your company — the perfect match might be sitting right in front of you.
Be open to nontraditional work histories.
Today it is OK to consider candidates who might be missing a few of the key ingredients and train for them. There are no “cookie-cutter” solutions. Many of the next-gen applicants might have taken a nontraditional career path compared to past generations. If you think a candidate is good fit from a cultural standpoint there are all kinds of options available to overcome skill gaps. The value of potential is great. If they display positivity and a genuine passion for the work, and a desire to learn, they just might be your next best team member.
Consider equity concerns.
The idea of the “right” talent often comes with a lot of preconceived notions. Our unconscious biases can have us weeding out candidates of difference without realizing what we’re doing. It’s essential to take proactive steps to remove bias from the process through tactics like obscuring names on resumes and cover letters, using rubrics for more objective evaluation and standardizing interview questions. If your company is committed to equity, diversity and inclusion, state it clearly to attract more diverse candidates and those who share your values.