Hiring well might be the difference between success and failure for a small business. Even if you are the brains behind the operation, it's critical to have a team dedicated to serving your vision competently and in a way that always has the business's best interests in mind. It all starts with the hiring process. Following are seven tips to hire smarter.
1. Be Detailed in Job Descriptions
Be as detailed as possible in posting job descriptions so candidates understand what they're signing up for by coming to work for you. This will help set clear expectations and attract the right candidates. Don't just list basic duties and qualifications. Include a comprehensive description of the role, including specific responsibilities, tasks, skill requirements, and necessary experience and/or certifications. The more details you are able to provide, the better potential candidates will know if the position is a good fit. This will help save time for you and them.
2. Use Skill-Based Assessments
Utilize skill-based assessments during the hiring process. This can help you evaluate a candidate's abilities as opposed to simply relying on resumes and interviews. If they simulate relevant work scenarios, assessments can provide insights into how well they can perform required tasks. You can avoid hiring someone who looks good on paper but isn't actually up for the responsibilities. Assessments are also a good way to evaluate problem-solving skills.
3. Utilize Tech
Utilizing technology can be a big help when hiring. Use applicant tracking systems to organize resumes, automate candidate communications, and schedule interviews. This can reduce time spent on administrative tasks. You can use features like keyword filtering and automated ranking to more quickly identify top candidates based on specific criteria.
Video interviewing platforms can help you connect with talent without location being an issue. If you offer remote work opportunities, this can be especially helpful for broadening the potential talent pool. Artificial intelligence can be used for a variety of hiring-related tasks from screening and recruiting to onboarding and analytics.
4. Look for Candidates That Look Ahead
As you evaluate candidates, look for those who look ahead to the future.
"Given the rapid pace of change—a pace that shows no signs of slowing down anytime soon—it’s not enough to hire based on today’s skills," says Janice Molloy at Harvard Business Publishing.* "The skills an employee will need in a few years may differ from those required at the time they were hired. That’s why it’s critical to look for signs of learning agility: evidence that the prospective employee isn’t just focused on the here and now, but has demonstrated in the past that they’re able to jump in and acquire new skills. For example, the JavaScript programmer who takes a Python course. The event planner who develops expertise in delivering virtual events. The English-speaking marketer who learns Spanish."
5. Post to Niche Sites
Don't just post job openings to the regular sites. Look for niche sites that can help you find candidates in a specific field.
"It’s tempting to simply post your job descriptions to the broadest audience and sift through applicants to cherry-pick those you’ll advance to the next stage, but that can be time-consuming and inefficient," says Heather Tenuto at HR Daily Advisor.** "If you’ve outlined your hiring goals at the onset, you can be more surgical and strategic about your recruitment efforts to attract high-quality, not just high quantity. Niche job boards, which provide job postings for specific professions or fields or that cater to specific demographics, are great options."
6. Consider Freelancers or Contractors
Don't limit your search to full-time employees. Depending on your needs, you can cut costs by reaching out to freelancers or contractors. Doing so will allow you to bring in specialized skills on a project-by-project basis without having to commit to full-time salaries and benefits. This can be an especially useful approach if you are unsure about your exact needs for the future. It can help prevent overhiring that will eventually lead to reducing staff. In some cases, contractors may be able to become full-time employees.
7. Don't Rush It
Don't rush the hiring process. It may be tempting to hurry if you are in desperate need of workers, but rushing can lead to poor decisions and hiring someone that will ultimately be a poor fit. When this happens, you'll end up wasting time and money and having to start the hiring process all over again. It's better to take the time to get it right the first time. Thoroughly review resumes and conduct multiple interviews. Check references and make sure you're making a thoughtful and informed decision before hiring. If you hire this way regularly, you are more likely to build a solid team that can help support your business over the long term.
Be smart about your hiring process to grow your business in a sustainable way and maintain a competitive edge. Invest the time and effort needed, use clear job descriptions and objective assessments, and utilize technology to help you through the process.
* https://www.harvardbusiness.org/smarter-hiring-decisions-start-with-skills/
** https://hrdailyadvisor.com/2024/01/12/5-tips-for-smarter-hiring-in-2024/
