Your small business is growing, and it’s growing fast. When you first opened your doors, you could comfortably handle everything on your own. You served your customers, chose your vendors, kept your books, did your own marketing, and filed your own taxes. But in time you needed an extra pair of hands, and then another. At this point, you’ve reached a crucial stage of your development and it’s time to create an official staffing strategy. Here are a few moves that can help you develop a program that works.
Communicate your needs and expectations, and send clear messages to everyone you interact with during the staffing process. When you speak to your applicants, your existing teams, your staffing agency partner, or your in-house recruiters, choose your words carefully. Describe your open positions accurately, and when you sit down with candidates during interviews, put your cards on the table.
When you need help, get help
Sometimes your best staffing partners will be your existing teams. If they’d like to see certain traits and qualifications in a new team member, they may not share this information unless you ask. Enlist their opinions and advice, and as you do so, seek help from other sources as well, including your mentors and friends in the industry.
Identify realistic timelines
You don’t know exactly how long the staffing process will take, and you don’t know how long your key positions may stand empty until you find and hire the right candidate. But you can guess. Make your estimate based on all the data available, and if you’re wrong, learn from the experience and adjust your expectations the next time.
Promote from within if you can
As a small business owner, your risk tolerance may be low. So if you can mitigate hiring risk by promoting a current employee who you already trust, do so. Internal staffing cultivates employee loyalty and reduces your chances of a hiring mistake. If none of your current employees are able or willing to step into the new role, then you can turn your attention outside of the company.
Expect a learning curve
New employees make mistakes, and until they find their footing and learn the ropes, they may make so many mistakes that their salaries mark them as a liability rather than an asset. But be patient and keep your training program steady and efficient. The faster the process, the sooner your new employee can start making meaningful contributions.
Be ready to learn from your errors
Staffing is an art and a science, and you won’t get everything right the first time around. Each time you make a false assumption or ignore a red flag, learn from the experience and bounce back quickly.
For more on how to find, select, and hire the right employees for your small business, turn to some of the top management recruiters in Scottsdale by reaching out to the team at the ACCENT Hiring Group.