Whether hiring your first employee or your 1,000th, the process you use to do so matters. Bringing a new person on board requires thoughtful planning. Most of us don’t “just need an employee.” We want a person who will mesh well with our existing team, meet the position’s criteria and be flexible.
For most startups, the creation of a hiring plan isn’t always considered a priority. As a result, at one time or another, you end up hiring a person with the right experience without considering how well your new hire fits with your existing employees (if you have any). Often business owners are more concerned about filling a void in the short term, without considering the long-term outcome of the decision.
After a few bad hiring decisions, it becomes apparent you need a plan. You realize you aren’t simply filling a vacancy. You’re hiring someone you’ll build a relationship with, someone who will impact your business either for the good or bad.
Do you have a hiring plan or process in place? If so, is it meeting your business needs when you interview and hire a new employee? Creating a benchmark to evaluate applicants is the best way to ensure you, your existing staff and your potential new hire are compatible. Moreover, you’ll gain much-needed insight into your candidate’s communication skills, how she deals with stress and the unexpected.
These criteria can help you develop a hiring process for your business, or evaluate your existing plan.
In tomorrow’s post, I’ll cover setting up the hiring process in more detail. We’ll go in-depth regarding the criteria I listed above. I’d love to hear what works for you, and what you might need help with. Please respond with a comment below or an email to [email protected]
Robin Aldrich is the author of Bootstrapped! Creating a Small Business on a Budget. Robin helps entrepreneurs thrive through personal and professional development. For more information visit her website, robinaldrich.com.
Originally published at medium.com