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In their book Start your own business, the staff of LikendisLike Media Inc. guides you through the essential stages of starting your business, then helps you survive the first three years as a business owner. In this edited excerpt, the authors offer tips for finding the right employees for your new business.
The employees you hire can make or break your business. While you may be tempted to hire the first person to walk in the door “just to finish it”, doing so can be a fatal mistake. A small business cannot afford to carry dead wood on its staff, so start smart by taking the time to understand your staffing needs before you even start looking for candidates.
Start by understanding the job requirements. What types of personality, experience and education are needed? To determine these attributes, sit down and do a job analysis covering the following areas:
- The physical / mental tasks involved (ranging from judgment, planning and management to cleaning, lifting and welding)
- How the work will be done (methods and equipment used)
- The reason the job exists (including an explanation of the job goals and how they relate to other positions in the business)
- Qualifications required (training, knowledge, skills and personality traits)
If you are having problems, a good way to get information for a job analysis is to talk to employees and supervisors of other companies who have similar positions.
Next comes the job description. It is basically an overview of how work fits into the business. It must indicate in general terms the objectives, responsibilities and duties of the job. First, note the job title and who this person will report to. Next, develop a statement of work or summary describing the main and minor tasks of the position. Finally, define the link between the position and the other positions in the company. Which are subordinate and which have equal responsibility and authority?
For a one-man business hiring its first employee, these steps may seem unnecessary, but remember that you are laying the groundwork for your personnel policy, which will be essential as your business grows. Keeping detailed records from the time you hire your first employee will make it easier when you hire your 50th.
The job specifications describe the personal requirements you expect from the employee. Like the job description, it includes the title of the job to which the person reports and a job summary. However, it also lists all educational requirements, desired experience, and specialized skills or knowledge required. Include the salary range and benefits. Finish by listing all the physical or special requirements associated with the job, as well as the occupational hazards.
Writing the job description and job specifications will also help you determine whether you need a part-time or full-time employee, whether the person should be permanent or temporary, and whether you can use an independent contractor. to fill the position (more information on all these elements). options later).
Use the specifications and job description to write an ad that will attract candidates to your company. The best way to avoid wasting time interviewing people who don’t meet your needs is to write an ad that will attract qualified candidates and discourage others. Consider this example:
Interior designer looking for an indoor / outdoor seller. Floor coverings, curtains (extended measure), furniture, etc. Home consultations. Excellent salary and commission. PREVIOUS EXPERIENCE A NECESSITY. San Francisco Bay Area. Send your resume to G. Green at P.O. Box 5409, San Francisco, CA 90842.
This job description is designed to attract a flexible salesperson and eliminate those who lack the confidence to work on commission. The advertiser requests expertise in “extended measurement”, the skill he had the most difficulty finding. The workplace must be included to screen out applicants who do not live in the area or who are unwilling to relocate or relocate. Finally, the “PREVIOUS EXPERIENCE NEEDED” capitalized underlines that it will only hire candidates with previous experience.
To write a similarly targeted ad for your business, examine the specifications of your work and remove the four or five most essential skills for the job. However, do not list any requirements other than those related to education or experience in the advertisement. You also should not ask for specific personality traits (such as outgoing, detail-oriented) because people are likely to come in and imitate these characteristics when they don’t really have them. Instead, you should focus on talking to applicants about the excitement and challenge of the job, the salary, what they will get out of it, and what it will be like to work for you.
Finally, specify how applicants should contact you.
The first obvious choice for recruiting employees is the classifieds section of your local newspaper, both in print and online. Place your ad in the Sunday or weekend edition of the most popular local newspapers.
Beyond that, however, there are many other places to recruit good employees. Here are some ideas:
Tap into your personal and professional network. Tell everyone you know – friends, neighbors, business associates, customers, salespeople, association colleagues – that you have a job. Someone might know the perfect candidate.
Contact the school placement offices. List your openings with schools, colleges and universities for business and vocational training. Check with your local school board to see if high schools in your area have job training and job placement programs.
Post notices in senior centers. Retirees who need extra income or a productive way to fill their time can make great employees.
Use an employment agency. Private and government-sponsored agencies can help locate and screen applicants. Often, their costs are more than justified by the amount of time and money you save.
List your opening with an appropriate job bank. Many professional associations have job banks for their members. Contact groups related to your industry, even if they are outside your region, and ask them to alert their members to your staffing needs.
Use industry publications. Trade association newsletters and industry publications often have classified advertising sections where members can advertise job vacancies. It is a very effective way to attract qualified people to your sector.
Go online. There are a variety of job banks and online databases that allow employers to list job openings. These databases can be accessed by potential employees from across the country. And don’t forget LinkedIn, an international professional networking site, where you can post job vacancies and find candidates via the site’s automated talent search system.