The success of a small business is determined by a many factors, including the business plan, management, and the employees – just to name a few. It’s a no brainer that an organized business will run smoother than a business that is in disarray, and a business with strong leadership and management will move past companies without proper direction. But when looking for potential employees, it’s not always so cut and dry. In our ongoing effort to provide actionable business tips, here are some do’s and don’ts for hiring employees for your small business.
DO hire smart people. As a manager, you should properly train your employees and encourage personal development. You want your employees to be smart enough to pick up other skills and business interests so they have a chance to not only grow as professionals but grow within your company.
DON’T hire people that have nothing to learn nor teach. These types of people bring nothing to the table. Employees who don’t listen to guidance or who cannot help others may turn out to be a waste of time and money.
DO hire people who work well with others. Working to make a business run takes teamwork. There are always multiple departments and groups that have to work cohesively in order for things to run smoothly.
DON’T hire people who can only work alone. While it’s good for someone to be able to work independently, it’s not good if they always need to work that way. Successful business comes from great collaboration and communication, and a “lone-wolf employee” probably won’t add to that mix.
DO hire people who will add value to your corporate culture. You want employees that have open minds and fresh perspectives on the way colleagues should work together. People who are easy to talk to and bring a sense of energy are good employees to hire.
DON’T hire people who are uncomfortable with change. A company’s culture is never stagnant. Changes are always happening, whether big or small, and your employees should be comfortable if and when changes are being made.
DO hire people who are problem solvers. You want to find people who will think fast on their feet and sometimes outside of the box. Problems arise all the time in the business world and sometimes you need all hands on deck.
DON’T hire people who are problem starters. Stay away from people who have had bad relationships with previous managers or coworkers. Even if they say the problem was not caused by them, if it happened more than once, then they may be part of the issue, too.
DO hire people who will grow within themselves and the company. Good employees come to work with skills required to complete the responsibilities of the job. Great employees come to work with an eagerness to learn new skills and develop their work experience.
DON’T hire people who are unwilling to try new things. People who are complacent with where they are and what they’re doing usually go to work for he paycheck, not because they care about what they’re doing.
DO hire people who have a variety of unique interests and skills. You want your employees to be friends. After all, they are stuck working together for 40 hours a week. People who have a variety of interests can find ways to connect with other employees and can usually find ways to intertwine work and personal life, making the office bearable.
DON’T hire people who live to work. People who only focus on their jobs or take work too seriously won’t add any value to your company. They will be in at nine o’clock and out at five, without saying a word to anyone.
DO hire people who are self-sufficient, self-motivated, passionate, and enthusiastic. These types of people will get their day-to-day tasks and goals done without question. People who can find work when there is no work to do are the people you want working for you.
DON’T hire people who need a babysitter. If, as a manager, you have to constantly watch over your employee, you are hurting your business. You want someone who will help grow your business, not slow it down by keeping you from more important responsibilities.
Before you begin the hiring process, make sure you reevaluate the business’ goals, the requirements for the role, and how they fit together. It’s important to take the time to properly prepare for the interviews to ensure you find the right fit for your business.
Hiring an employee is an investment to the success of your company. However, like any other investment, there’s a chance that it might not provide the results you hoped for. Here are a few tips on firing an employee if things don’t work out quite the way you planned. Hopefully, if you follow these small business hiring tips, then you will find the right fit for your company.