Hiring a new member to join your company is a significant move. We understand when you’re a start-up, professional firm, or small business, anyone you bring on board will be crucial to your company’s growth. At KYB, we’re lucky to have some amazing people on our team. We know that hiring the right people will make all the difference.
We’ve put together a few tips to help you with your hiring process:
1. Have a clear understanding of the position. Really define why this position is essential to your business and the trajectory you’re aiming for. What will this person be doing? What needs are not being met by your current team? Be honest. By being clear with your vision, you will help your team better understand the new hire’s benefit to the organization. Candidates also want to know what they’re getting into and your expectations of them. Have a plan for a career trajectory for your candidates. Even if their jobs may change in the future as the company expands, what are some possibilities for career development or growth for the candidate? Having a plan demonstrates that you’ve thought this position through and your new hire has a purpose.
2. Define your company culture. Skillsets may look great on paper, but will the person fit in your company? A lone wolf mentality will not suit a collaborative setting or for a customer-facing job very well. According to 2012 research from the Society for Human Resource Management, about 20 percent of employees use personality assessments during the hiring process. An additional 71 percent suggested these tests can be useful in predicting organizational fit and job-related behavior. By clearly understanding your own company’s culture (and quirks!), you may find that hiring someone who’s willing to learn and grow may be a better choice in the long run.
3. Know what people want. Want to really be attractive to job candidates? Pay attention to what they want. Beyond the usual game room or stocked fridge, what other incentives do you offer? According to a Gallup survey, about 70 percent of the American workforce is disengaged on the job. You can be creative. Consider personal development programs, tuition reimbursements, etc. Unmotivated employees translates into lost profits, impacting your company’s productivity. By being proactive, you will better help ensure your new hire’s longevity and well-being.
4. Make a decision. Don’t drag the candidate through endless hurdles. Make the process transparent from the outset for prospective hires. Human Resource Executive Online reported the average length of the job-interview process has nearly doubled from 12 days in 2009 to 23 days in 2013, according to an analysis by Glassdoor. State a timetable for making a decision. Limit the “tryout” prerequisites such as proposals, plans, extensive tests, and original work. Be clear on the deliverables at the start of the process. Be responsive. Act fast. Trust your gut. Streamline the hiring process.
5. Build positive relationships. Every jobseeker you meet is a potential connection and possibly a hire later on. Don’t burn bridges. Build good rapport, even if you don’t hire them. You want to start building your company’s reputation as a place people want to work at. Even if the candidate is not an exact fit, if you spend time building a good relationship, you may still have created an enthusiast of your brand. It’s discourteous to candidates when you don’t respond in a timely manner or avoid the issue of responding to their candidacy. Letting the candidate know your decision will close the loop.
Finding the right people may be a challenge, but with a little planning and clarity, you may have an easier time discerning the right candidates. At Keeping Your Balance, we care about your success. We have more helpful hiring information for you. We’re here for all of your start-up, small business, and professional service firm accounting needs.