How To Hire Best Employees In Small Business

Discussion in 'Growing and Managing a Business' started by mitchellpk123, Jun 21, 2010.

  1. mitchellpk123

    mitchellpk123
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    Hello,

    It is fair to say that the owner of small business builds the business; but it’s the employees who make it a success. Hiring a “right” employee can improve your sales by almost 15-20% while hiring the “wrong” one can bring it down by the same amount.

    How do you make sure you are hiring the “right” employee?

    What are the good practices you can follow to ensure you don’t end up with someone who will bring your sales down?
     
  2. Shahrier

    Shahrier
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    Depends what job they have and what business it is. Let's say its a phone job. I would look for someone who can talk to some one nicely and proper English / grammar and speaks fluently.
     
  3. haramarcuse

    haramarcuse
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    Finding the right employees does not rely on credentials alone.Examine their work experience and qualifications that might possibly have positive effects to your business and above all put emphasis on the personality assessment test.
     
  4. Fergal

    Fergal
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    mitchellpk123 what industry is your business in? In which country is it based?
     
  5. bmk

    bmk
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    Hi:)

    I don't think in this way that to select a best person in the small business is a difficult thing,because i believe that at the starting each and every thing is small.and small people transform an organization into a huge organization.
    The organization is not Big due to its size,but it becomes big with respect to its ideology and the way they do the work.
    So set your ideology and see people feel proud to work for your company :)
     
  6. Tecknowoman

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    Hire for attitude and be the best employer they can have. You can create an employer brand that makes the best candidates want to work for you through the positive reinforcement and great environment your staff have. Be clear about what the values of your organisation are and make sure you're living up to them, embodying them as a business and communicate them. Skills are easy to find.
     
  7. evenseasspasalon

    evenseasspasalon
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    there is so many way to hire the potential employee for your small business.
    i think advertisement good way to hire the employee.
     
    #7 evenseasspasalon, Jun 28, 2010
    Last edited: Jun 28, 2010
  8. shivangi

    shivangi
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    Every small business owner knows that surrounding yourself with the right people is an indispensable ingredient in reaching business goals quickly and cost-effectively. But with small businesses employing 50% of the country’s private sector work force and representing 99.7% of all employer firms (per SBA), the competition for finding, hiring, and retaining top candidates is fierce.

    The process may seem daunting, but the following eight simple steps will help you attract and support the best performers for your organization:

    1. Create an Effective Hiring Process

    Don’t rush into hiring someone. Create a detailed search process that locates and attracts the best candidates. Research all avenues, including: recruiters, online search services, career Websites, industry sites, print ads, e-newsletters, and internal/external referrals.

    Once you find good candidates, take the time to hold comprehensive interviews. Define candidate questions in advance, schedule several interviews with various team members, give appropriate testing, and be sure to check all references.

    Rather than seeing the hiring process as a mundane ordeal, make it an exciting priority. After all, you are not only taking the time to find a new staff member, but you are also making a large investment in the future of your company.

    2. Look for the Very Best

    As you start receiving resumes, don’t be intimidated by high levels of education and skill. Your goal is to find new employees who bring the most knowledge, talent, and experience into your organization. Ultimately, they will add value by helping you and your team work more efficiently.

    And as you hire the best, start reviewing current employees. Are they exceeding expectations and adding value to the bottom line? If not, don’t be afraid to let poor performers go. Act quickly and make necessary changes to keep productivity levels up and to remain competitive in the marketplace.

    3. Offer Appropriate and Extensive Training to All Employees

    Once you expend a lot of resources finding, and hiring the best, your work really begins. Now it’s time to concentrate on training employees and providing them with the skills they need to succeed for themselves and your business.

    And with the fast speed of business today, both your new and current team members should be constantly involved in some kind of training process. Whether it’s to increase technical, management, customer service, communication, and/or personal skills, allocate resources for training purposes. After all, your employees must know how to provide the high-quality products and services your customers want. It’s also important that they remain up to date on the latest industry trends and news.

    4. Create a Fun Environment

    If you want to see less turnover and higher productivity levels, it’s essential to develop a fun environment. Try to create a culture where employees feel comfortable and want to spend time. Build team relationships and creativity through events such as barbeques, contests, sporting games, and more. If employees enjoy their jobs and co-workers, they’ll be less likely to look for employment elsewhere.

    5. Provide Key Equipment and Tools

    Set aside funds for new technology, equipment, and other pertinent items. And keep up with the latest industry trends as well as what your competition is up to. This way, you’ll be able to provide your employees with the resources they need to serve customers as effectively as possible.

    Offer mentoring or coaching programs to help staffers learn new skills, work through problems, and reach their career goals. Many average employees will exceed your expectations if they receive just a little individual guidance and encouragement.

    6. Avoid Micromanagement

    After you provide all of the appropriate training, equipment, and mentoring, stand back and let your superstar employees take action. Offer support, but allow your people to develop creative ideas and pursue their goals without micromanagement. With employees acting like entrepreneurs within your organization, you’ll move to the next level of success faster and more cost-effectively.

    7. Offer Feedback

    Let your employees know how they are doing and what is happening in the company on a regular basis. Give them the opportunity to voice suggestions, opinions, and complaints. Then listen carefully to their comments. Take fast action so employees understand that they are a valued part of the organization and a voice in its overall success. By doing so, your business will experience higher productivity rates, more creativity, and fewer problems.

    8. Celebrate Accomplishments

    To grow your business, challenge employees with new projects, opportunities, and the chance to develop their creative ideas. Then, celebrate their accomplishments. Whether it’s the completion of a large project or fixing a small production error, tell your hard workers how much you appreciate their efforts. This enthusiastic environment will significantly help energize and motivate employees, attract top new hires, and even impress customers.

    sources: http://www.asme.org/Jobs/Entrepreneurs/Find_Retain_Top_People_Small.cfm
     
  9. firstchoicecar

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    Having a good employees is reciprocal. If you are good to your employee they will be good to your in return. :)
     
  10. Marcionette_t

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    A couple good points I came across in a business textbook through study are: Always give a potential employee an application even if they have a resume, and find a potential employee who believes in your company and has interest in what you are doing. Don't hire someone who is there to cringe through the hours and collect a pay check.

    That being said, we have two sayings in the Army that come to mind. One that leaders pass around is no such thing as a bad soldier in your case an employee they just may need extra time to be mentored and molded. The second is don't set your soldiers up for failure. This meaning before a mission large or small make sure they always have the propper training, equipment, and knowledge of the situation.
     
  11. Fergal

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    Thanks for that Marcionette_t, it's great to have some input from a military perspective.

    What are the advantages of doing that? Is it to get the candidates responses to questions that would not be included on their CV?
     
  12. Marcionette_t

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    Their are various reasons for a formal employee application even if they have a solid resume. One good reason is, its projected that 30% of employees will try to embellish or straight out lie on an application which you would want to try and catch. Other important reasons are: It gives you consent to contact their references and past work relations, and also gives you a chance to ask questions that are important to you.
     
  13. edoc intelligence

    edoc intelligence
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    Good Workers

    In my experience, it has not always been the smartest person that has been the best for the job. A lot of the time, it is the hardest working, most responsible worker that makes the best employees. With some of these workers these days, I am hopeful, but not very confident in this next generation.
     
  14. Fergal

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  15. Tecknowoman

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    In addition to the above we used to always have an employee take them on a little tour of our business - meeting people, seeing the place (it wasn't big or long). We used an employee to do it so they felt more personally comfortable than with the boss and we could gain insight into whether they were warm, friendly and interested. Sometimes the tour elicited far more information than the interview had. Especially if the employee greets them and immediately build rapport with something like "wow interviews are hard work right, and I don't know about yours but boy did they ask me some hard questions before I started....."
     
  16. LA Electrician

    LA Electrician
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    Definitely do a thorough backround check. Make sure the employee has legitimate credentials. Also, test them during the first interview on a basic program/software that the position requires.

    Ask away any questions to find out if they'll be a contribution to the company.
     
  17. BizDoc

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    Take a long time to hire and quickly terminate. You want an employee who is culturally aligned with your business environment. Best of luck!
     
  18. jrobconsult

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    I disagree. Some employees start off slower, but over time become excellent employees. Make sure it is not a training issue before you terminate an employee. The best advice is to hire right and if possible see the employee in action at their current job, before you hired them.
     
  19. BizDoc

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    That's what I get for writing a one-liner: confusion and lack of clarity. My bad.

    I meant once you've identified an employee to be terminated because they aren't culturally aligned with the business, take action immediately. Don't stall. However, take a long time to hire someone; be thorough.

    I didn't mean you should rush the gun on determining whether to terminate someone. Thanks for the catch. :)

    Cheers!
     
  20. John1

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    It is so the applicants can respond to specific questions the employer may have, while the CV is written by the emplyee and it only covers experience, education, skills etc.
     

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