You had faith in your vision and the product/service you are now selling. And now, you’re rewarded for your fidelity to that vision.
Sure, your business isn’t raking in millions. Yet. But over the past few weeks, orders have skyrocketed and you can barely keep up. Yes, your friends and loved ones are pitching in to help. But even that is not enough.
One thing is for certain- you need more helping hands, but you also need the right ones.
Adding more members to the team
Assembling a team of reliable and hardworking employees is one of the key challenges many small business owners have to contend with during the growth phase of their companies.
Some job roles, like accounting, social media and SEO, can be readily outsourced.
But there are some jobs that need to filled by full-time workers. This ensures that your company hums like a well-oiled machine.
In order to pick good employees, you should have a basic understanding of the different facets of the recruitment process.
The importance of interviewing applicants
One of the biggest mistakes a business owner can make is underestimating the value of a solid interview.
The interview process is important for a few good reasons.
1. Ensures that you hire candidates that embody your company culture.
2. Enables you to find strong candidates who can elevate customer satisfaction.
3. Attracts the right type of employees while repelling other unwanted candidates.
One candidate can act as an ambassador for your business and entice other top performers to join your organization. On the other hand, a job applicant who had a poor experience with your company can deter other potential hires from even considering applying for a position in your team.
4. Finally, the interview process is your chance to make a good impression on the candidates that you want to hire.
Crafting a solid interview experience
Even if you are enlisting the aid of a reputable recruitment firm or hiring directly through a job portal, there are some positions that you will need to facilitate the interview as a small business owner.
Fortunately, mastering most interview skills only takes patience and practice.
Here are some of the skills that you should learn and master.
Knowing which questions to ask
Which questions for interviewer should you learn and ask?
First, start off by having a firm grasp of the legal aspects of the interview. Be aware that some questions shouldn’t be fielded at this time. These include those related to nationality and marital status.
Here’s a brief list of questions that you can and cannot ask.
Next, craft questions that will help you identify whether a candidate is a good fit for your organization. Ideally, these questions put candidates in similar scenarios that they will encounter once they are hired.
Keep communication lines open
Remember to keep prospective hires updated. The last thing that you would want to do is to keep them in the dark about the status of their application.
Provide timely feedback and regularly follow up. Ideally, you should also give them an overview of the hiring timeline. Should the process take longer than you initially calculated, reach out to job applicants.
Failure to do these can lead to frustration on the part of the candidates and may push them to seek opportunities elsewhere.
Qualities to look for in a candidate
The needs of an organization will vary, depending on the industry, as well as the positions being offered.
However, good candidates have several particular qualities that stream across all industries.
For starters, the initiative to learn on their own. For small businesses, this is particularly important; considering the fact that many have limited resources to allocate resources toward training.
Resilience and resourcefulness. These are people who are capable of facing unfamiliar situations with calm and collected mind knowing that with a bit of elbow grease, they’ll find a solution.
Cultural fit is another key quality that you should see during the interview. Skills can be learned. Experience can be honed. But attitudes can be quite difficult to change. Those who already has the company’s core values will already be headed in the right direction.
Meshes with the team. During the interview, have a clear-cut idea if a particular candidate knows how to mesh with your current roster. The ability to compromise and work out solutions beneficial to the team is vital.
Assembling your own team of top performers is daunting. Nonetheless, you have to embrace the recruitment process, including interviews, as an integral part of owning and running your own organization.