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June 11, 2024

Implementing Effective Hiring Protocols in Your Small Business

As a small business owner, finding the right talent to help grow your company can be a challenging task. The hiring process itself can be long and arduous without proper planning. However, if you go into it with a structured goal, it can streamline the experience for both sides (job seekers and employers) so that you can onboard the talent you’re looking for.

Understanding the Importance of a Structured Hiring Process

Navigating the hiring landscape efficiently requires a well-thought-out structure; it’s akin to having a roadmap. By embedding a structured hiring process into your small business operations, you can significantly enhance your ability to sift through candidates effectively, minimizing the time and resources typically expended in the hunt for the ideal team member. This organized approach not only helps in streamlining the recruitment effort but also substantially lowers the risk of turnover by ensuring the individuals you choose are well-suited for their roles and aligned with your company’s culture and values. 

Your roadmap should have a few important stops along the way: crafting the job description, sifting through candidates, interviews, and onboarding. You need to consider what you’re looking for — what are the minimum requirements a candidate needs and what does your “unicorn” candidate who has every qualification look like? How many interactions with your company do you feel are needed with a potential job seeker before you hire them? All of these questions should be answered on your roadmap of effective hiring protocols.

Crafting Effective Job Descriptions

An engaging and clear job description is your first opportunity to connect with potential candidates and make a lasting impression. It’s essential to outline the key responsibilities and expectations of the role precisely. Ensure you detail the qualifications, skills, and experience necessary for a candidate to succeed. However, it’s equally important to go beyond the basics. Infuse your job description with the personality of your small business; let candidates know what makes your company a unique and exciting place to work. 

Highlight the culture, values, and any benefits or growth opportunities that set you apart. To attract a diverse and talented pool of applicants, use language that encourages candidates from all backgrounds to apply. This does not mean you need to craft an entire novel about your business. Just provide a few sentences that sum up the core of your company. Then dive into the job description details. Provide a few sentences about daily tasks, and then include a bullet point list of what a candidate should bring to the table. 

As part of your hiring protocols, find a job template that works for you and use that moving forward for all new hires. This keeps things uniform and makes it easy to fill in what is needed. You can learn how to craft a great description like this and more in our Hiring Made Easy course, if you need help getting started.

Conducting Interviews That Reveal True Potential

You’ve used your template and posted your job. Now it’s time to sift through candidates. When establishing your hiring protocols, figure out what immediately disqualifies candidates. Do you need someone who has experience in your industry? Look for that first on application information. That will keep you from reviewing unqualified candidates. Create a checklist that you can reference with each application. From there, it’s time to reach out to those who meet your requirements and schedule an interview or two.

Interviews offer a golden opportunity to peel back the layers and truly understand what a candidate brings to the table. The key to a successful interview is crafting questions that invite candidates to share their stories, highlighting their unique experiences and problem-solving skills. Encourage them to discuss times when they’ve made a significant impact in previous roles, navigated complex challenges, or brought innovative solutions to the table. 

Create questions that are specific to your own company and pull from your own knowledge. Maybe your website crashed one day, ask your new digital marketing candidate how they would handle that scenario. Follow that up by asking if they have experienced something similar. Be sure to use unexpected scenarios like web crashes, but also include issues your company encounters daily. Perhaps your accounting department has to reach out to sales to collect orders — ask potential accountants in interviews how they would go about interacting with the sales team with tact to get what is needed. Write a list of questions to use as an outline for each new candidate.

A great interview is a two-way street. It’s about discovering if there’s a mutual fit, so be open about your expectations and what it’s truly like to work at your company. This honesty fosters a positive candidate experience and sets the stage for attracting individuals who are genuinely excited to contribute to your business’s success. Encourage candidates to ask questions of you as well.

Streamlining Onboarding

Finally, the last point on your hiring roadmap should be onboarding. Candidates that are thrown into the deep end and told to learn how to swim on the fly are normally the first to jump ship. Employees want to know they are supported if they have questions. Create a to-do list for onboarding that you can check off for each new hire to create a smooth process. Start with an orientation to show people how daily life works at your company. Follow up by giving your new hire access to any accounts they will need. Give your new employee tasks to get started, but pair them up with a seasoned professional at your company that can walk them through the process. 

A big step many companies miss is closing out onboarding. Once someone seems to feel comfortable with a task, companies often leave them to themselves. Have a final exit interview to see how candidates felt about the onboarding process. Ask for feedback! Then, set up consistent check-ins to ensure the employee feels comfortable with their job throughout their time with your business.

With established protocols in place, you can create uniformity in job posts with templates and streamline the onboarding process with a well-established to-do list. Feeling a little overwhelmed with this process? Our HR experts can help!

 

 

 

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May 9, 2024

Attract the Best Candidates with these Job Post Tips for Small Businesses

As a small business owner, finding the right employees can be a daunting task. With the rise of online job boards and social media platforms, the competition for top talent is fiercer than ever. However, it’s not just about attracting candidates, but also ensuring that your job posts are legitimate and authentic.

Communicate Your Business Values

By clearly stating your company’s mission, vision, and values, you can differentiate your business from others and attract candidates who align with your principles. Use your job posting as an opportunity to showcase what your business stands for and how it operates. Highlight any unique benefits or initiatives that set your company apart. This transparency will not only attract candidates who share your values but also help weed out those who may not be a good fit. You can even provide some social proof from current employees through testimonials of what it is like to work at your business. Remember, candidates are looking for more than just a job – they want to be a part of something meaningful. 

Use Professional Language and Format

Avoid using overly casual or slang terms and opt for clear and concise language that conveys professionalism. Use proper grammar, spelling, and punctuation to demonstrate attention to detail. Structure your job postings in a clean and organized format, using bullet points or subheadings to make information easy to read and understand. Avoid excessive use of jargon or industry-specific terms that may confuse applicants. Remember, the way you present your job posting reflects your business’s image and reputation, so take the time to ensure it is professional and polished. If you need help writing a job description, our Small Business Concierge Service can help!

Be Transparent About Salary and Benefits

Candidates want to know what they can expect in terms of compensation and perks before they invest time and effort into the application process. So, be upfront about what you have to offer. Clearly state the salary range and any additional benefits, such as insurance, perks, training or flexible work options. This will not only help candidates determine if the position aligns with their expectations but also demonstrate your commitment to fair and equitable compensation.

Provide Contact Details and Application Process

One of the most frustrating experiences for job seekers is coming across a job posting without any contact information or clear instructions. As a small business owner, you want to make it as easy as possible for qualified candidates to reach out to you and submit their applications. Provide your contact details, such as an email address or phone number, so that candidates can easily get in touch with any questions or to submit their resumes. Additionally, clearly outline the application process, whether it’s through an online form, email, or some other method. By providing clear contact details and an easy-to-follow application process, you’ll not only make a good impression on potential candidates, but you’ll also increase the chances of attracting qualified applicants.

Actively Engage with Applicants

Don’t just sit back and wait for resumes to come in – take a proactive approach in your hiring process. Respond promptly to inquiries and applications, acknowledging receipt and providing a timeline for next steps. Ask thoughtful and relevant questions to gain further insight into candidates’ skills and experiences. Schedule interviews in a timely manner and keep candidates informed throughout the process. Provide feedback and updates, even if it’s to let them know they didn’t make it to the next round. Many applicants are dealing with the frustration of being ghosted during the hiring process (for those that are not familiar with “ghosting”, this is when a candidate interacts with a company and at some point of the process, the candidate never hears back from the company even after following up). Some open positions may receive hundreds of applications which can make it difficult to respond to everyone, but you can set up automations to inform candidates of what is happening within the process so that they know where they stand with your company.

If you feel a little uncertain about the whole hiring process, then check out our self-paced online course Hiring Made Easy where you can learn from industry experts how to craft the perfect job description, what steps you should go through when hiring, what salary you should offer, and more.

 

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March 16, 2024

Overcoming the Fear of Hiring as a Small Business Owner

As a small business owner, the decision to hire new employees is an important one. It can also be intimidating and filled with anxiety. The thought of taking on the responsibility of providing wages and other expenses associated with hiring can be overwhelming. However, it’s important to remember that hiring is essential for the growth of your business. Let’s look at ways to overcome the fear of hiring as a small business owner and how to make the process easier:

Define Your Ideal Employee

It is important to take the time to carefully define your ideal employee or contractor before you begin the hiring process. This means taking the time to think about what qualities and skills you are looking for and which of these would be most beneficial to your business. Make sure to consider qualities like team-orientation, communication skills, work ethic, dependability, problem-solving abilities, and any other unique traits or qualifications that are relevant to your particular business needs. You should also think about the type of personality that will fit best with the company culture you are hoping to foster. By taking the time to define your ideal employee upfront, you will be better able to identify qualified candidates who possess the qualities and skills that you desire.

Create a Plan

The key to success is to create a plan ahead of time so you know what to expect. Start by making a list of all the tasks required to hire a new employee. This should include outlining what tasks this job will entail, what specific skills and experience you are looking for in your new hire, taking this information to draft the job post, then deciding what questions to ask in an interview to help you find the best candidate. Once your job posting is live, make sure you’re organized with the applications you receive. Consider creating a spreadsheet that outlines each candidate’s qualifications and notes from the interviews. This will help you easily compare each applicant and make your final decision. Additionally, establish a timeline for when you plan to make an offer and inform candidates. Outlining your expectations ahead of time will help ensure everyone is on the same page and save you time in the future. Finally, if this is your first time hiring, you may want to consult an experienced advisor who can answer any questions and provide advice on the best practices for hiring.

Hire for Potential, Not Just Experience

You want to make sure you hire the right person for the job, but you may be afraid to take a chance on someone without a lot of experience. However, this shouldn’t stop you from considering potential over experience. When it comes to hiring for potential, start by looking for someone who is highly motivated and eager to learn. Ask yourself questions like, “Does this candidate demonstrate a genuine interest in the position?” and “Do they have any related skills or knowledge that could benefit the job?” This will help you identify people who might have the aptitude for the role, even if they don’t have all the necessary experience.

Also look for candidates who have transferable skills. Are there any abilities they developed in a previous role that could be applied to your position? A great example of this is a mom who has to stay highly organized managing her family which translates into a very diligent personal assistant that can keep your calendar on track. Finally, remember that even if someone doesn’t have all the required experience, they can still be successful in a position if they are willing to put in the effort. Investing in a strong training program and providing adequate resources will help bring inexperienced employees up to speed more quickly. Ultimately, don’t be afraid to consider hiring for potential instead of experience when it comes to filling positions in your small business. There are plenty of motivated and talented individuals out there who just need a chance to prove themselves. By taking the time to invest in them, you could find yourself with a loyal and hardworking team member.

Take the Time to Train Your New Employees

While it may be tempting to simply have a new employee start working without any training, it’s important to invest the time and effort in training your new team members. Training doesn’t have to take long or be complicated. A comprehensive orientation process can cover all of the basics and ensure that everyone is on the same page. You can also break down your training into smaller pieces and offer ongoing education on specific topics.

When creating a training program, be sure to focus on the basics and make sure all of your employees understand the core processes of your business. You should also ensure that new employees learn how to use the technology they need to do their job. Having an in-depth understanding of your products and services is also essential, so make sure to include this as part of the training program. Finally, remember that while new employees will likely need additional guidance as they get up to speed, giving them a strong foundation at the outset can pay dividends down the line. It can also be helpful to get feedback from current employees on what they wish they had known when they first started so you can incorporate this into your new employee training program.

Set Clear Expectations from the Start

As a small business owner, you need to make sure that everyone is on the same page. Before hiring someone, you should let them know what is expected of them in terms of work hours, job duties, and any other relevant information — you should also communicate this to the rest of your team. They can help you through the hiring process, which can act as a support group for overcoming anxiety in this area. It is okay to share with your current team your fears about onboarding a new member. Getting their perspective in this area can be extremely helpful!

Make sure your new employee knows exactly what is expected of them, so that there are no surprises or misunderstandings. Let them know that you are available to answer any questions they may have, and that you are there to help them succeed. Ask them what their goals are and how they plan to achieve them. By having these conversations, you can ensure that everyone is working together towards common goals. Finally, make sure to document your expectations in writing. Having everything in writing can help keep everyone accountable and make sure that everyone is on the same page. It can also serve as a reference point if there is ever any confusion about expectations or roles.

We understand that even with these tips the hiring process can be intimidating. We have resources available that can help! Our Small Business Concierge Service can help you with the entire hiring process from helping you create a solid job post, receiving and reviewing incoming applications and resumes, conducting interviews, presenting you with the top 2-3 candidates and even helping with the onboarding process if desired. 

Or if you are interested in learning more about the hiring process on your own, we have a self-paced course called “Hiring Made Easy” that can teach you valuable tools to use such as what to know before you hire, what questions to ask during an interview and what the going rate of pay is for common roles. At HireMyMom, we are here to help you every step of the way. Contact us today if we can be of any assistance. 

 

 

 

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August 14, 2023

Are You a Job Seeker Feeling Frustrated? Tips for When You Don’t Hear Back

It can be disheartening to invest time and effort into applying for a job and never hear back, especially when you’re eager to start a new job. It’s important to remember that not every employer responds to all applicants; however, if you’re consistently not hearing back from any employers, it may be time to reevaluate your application materials. Let’s explore some tips for coping with not hearing back after applying and how to set realistic expectations for yourself as a job seeker:

Understanding the Hiring Process

The hiring process can be lengthy. Employers often receive a large number of applications for each job posting and it takes time for them to review each one. Additionally, there may be multiple rounds of interviews and assessments before a final decision is made. This means that even if you are a strong candidate, it may still take some time before you hear back.

Secondly, it is important to understand that not every employer will get back to you. It is a common practice for employers to only contact candidates who are selected for an interview or to let them know that the position has been filled. This means that if you do not hear back from an employer, it does not necessarily mean that your application was not strong. We encourage all employers to respond to applicants, especially those that have made it far through the hiring process, but unfortunately not all employers will respond. If you are worried about your application, you can always reach out to the company for a follow up.

Finally, it is important to remember that the hiring process can be subjective. Each employer has their own criteria for selecting candidates and what may be a strong application for one company may not be for another. Additionally, some companies use applicant tracking systems that filter out candidates who don’t meet certain qualifications or who don’t use certain keywords in their application materials. It is important not to take rejection personally and to keep applying to other opportunities. It’s also helpful to reevaluate your application materials and make sure they’re tailored to each job you apply for. With persistence and a little bit of luck, you’ll eventually land your dream job.

Reevaluating Your Application Materials

By taking a critical look at your materials, you’ll be better equipped to make any necessary changes and increase your chances of getting a call back from employers.

  1. Does your resume clearly showcase your skills and experience? 
  2. Are there any typos or grammatical errors?
  3. Is your cover letter tailored to the specific job you’re applying for?
  4. Employers often do a quick Google search on candidates before considering them for a position. Make sure your online presence is professional and appropriate.
  5. Are your references up-to-date and relevant?
  6. Are you using keywords from the job description in your application materials?

Tips for Moving Forward

It can be disheartening to not hear back from employers, but it’s important to maintain a positive mindset. Utilize your professional network to increase your chances of finding job opportunities. Attend industry events, connect with colleagues on LinkedIn, and reach out to friends or acquaintances who may have connections in your desired field. Networking can often lead to hidden job opportunities and help you stand out from the competition.

Most important of all, take this opportunity to reevaluate your application materials. Update your resume to highlight your most relevant skills and experiences. Customize your cover letter for each position to show that you’ve done your research and understand the company’s needs. Consider seeking feedback from our HR professionals on your resume, cover letter, and even your interview skills to ensure your materials are compelling and error-free. Additionally, you can use this time to invest in your personal and professional development. Take online courses, attend workshops, or pursue certifications that can strengthen your skillset and make you a more competitive candidate. We recommend our course Cultivate to set goals and work towards your dream job! Not only will this boost your confidence, but it will also make you more marketable to potential employers.

Don’t give up! Job searching can be a challenging process, but persistence is key. Continue applying to positions, following up with employers, and refining your approach. Remember that finding the right job takes time, and staying motivated and determined will ultimately lead you to success.

 

 

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May 29, 2023

Maximizing Your Potential with a Small Business Mentor

Starting and running a small business is no small feat. From creating a business plan to dealing with the financials, there are so many aspects that entrepreneurs need to consider. Fortunately, you don’t have to do it all alone. By leveraging the expertise of a small business mentor, you can maximize your potential and increase your chances of success.

Why Use a Mentor?

  1. Experience: A good mentor will have years of experience in the business world and will have faced many of the challenges that you are currently dealing with. By tapping into their knowledge and expertise, you can save yourself a lot of time, money, and headaches.
  2. Objective perspective: As a small business owner, it’s easy to get caught up in the day-to-day details of running your business. However, a mentor can provide an objective perspective and help you see the big picture. This can be incredibly valuable when it comes to making important decisions or pivoting your business strategy.
  3. Networking opportunities: Mentors can also help connect you with other professionals in your industry or community, providing you with valuable networking opportunities. These connections can open up doors for your business and help you reach new customers, clients, or investors.
  4. Emotional support: Starting and running a small business can be an emotional rollercoaster, and it’s important to have someone in your corner who understands what you’re going through. A mentor can offer emotional support and encouragement when you need it most, helping you stay motivated and focused on your goals.

Overall, having a mentor can be a game-changer when it comes to running your small business. Whether you’re just starting out or have been in business for years, finding the right mentor can help you reach new heights of success and achieve your full potential.

What to Expect from Your Mentor

When you decide to work with a mentor, it is important to have a clear understanding of what to expect from the relationship. Here are some things you can anticipate when you partner with a small business mentor:

  1. Guidance and advice: Your mentor will provide you with the knowledge and insights they have gained through their own experiences. They will offer guidance and advice on everything from setting business goals to managing employees.
  2. Accountability: A mentor can help keep you accountable to your goals and aspirations. They will challenge you to stay focused and motivated, and hold you accountable for the actions you commit to taking.
  3. A sounding board: Sometimes, you just need someone to bounce ideas off of. Your mentor can serve as a sounding board for your business ideas and help you assess their feasibility and potential.

By working with a small business mentor, you can gain valuable knowledge and insights that can help take your business to the next level. The key is to find the right mentor who aligns with your values and goals, and to make the most of your relationship by being open, receptive, and willing to learn.

Making the Most of Your Relationship

When working with your mentor you should set goals, be open and honest, listen and act on their advice, stay accountable, and show gratitude. Sometimes bringing on a mentor can be difficult, though. Schedules get in the way and finding the time to connect can be tricky. However, there are still options available.

If you want to learn from some of the best experts in the business, you can also check out our self-paced course Hiring Made Easy. Learn what you need to get together before hiring someone, how to handle interviews, how to determine fair pay rates, and more. This is all done on your own time, so it truly works with your schedule. Lesley Pyle, founder of HireMyMom and creator of Hiring Made Easy, has 20+ years of experience as a small business owner and remote worker that she is passing on through this course. It’s a lot like having a business mentor without trying to rearrange your schedule to learn something new. Plus, if you have questions or need a little more support, you can always contact us to get in touch with a real human being who can help!

 

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April 3, 2023

The Perils of Mega Job Sites

The modern job search can be daunting and disheartening. With so many different online job sites, it’s hard to know which ones to trust and which ones will benefit you the most. Mega job sites, especially the free ones, can be a waste of time. They are often filled with irrelevant job postings sourced from outdated, unverified information. For businesses, they can be difficult to understand, hard to navigate, and nearly impossible to get a real person to help you. 

Free Sites Are Teeming with Scammers

It’s no secret that free job sites can be full of scams. There are countless stories of people who have been conned out of their hard-earned money by an unscrupulous individual claiming to be an employer or recruiter. They may offer you an attractive job opportunity or a large sum of money for a small task, only to ask for personal or banking information. Even when the job or offer turns out to be legitimate, it can be difficult to assess the validity of the source. 

If you’re looking for a safe place to search for job opportunities, then you should opt instead for a trusted resource. HireMyMom is a website dedicated to helping moms find legitimate work-from-home jobs and other flexible employment opportunities. We vet each and every listing, ensuring to the best of our ability that businesses are verified and trustworthy. On top of that, our database contains a wide variety of job postings so you can find the right fit for your skills and lifestyle.

You’re Just a Number

When you use a mega site, you become just another number in the sea of applicants. No matter how great your experience and qualifications are, you may have a difficult time standing out to an employer if they get lost in the thousands of resumes. Furthermore, your chances of standing out can be even lower if you don’t have an optimized resume or a well-written cover letter. It’s easy to get lost in the shuffle, and there are very few resources available to help you craft the best job application materials possible. Unfortunately, it doesn’t stop there. Not only do employers have to weed through thousands of resumes, but they also have to face scammers and fraudsters themselves. 

At HireMyMom, we provide a platform with job seekers who are serious about finding great remote opportunities and not just pressing a button to apply for every job they see. Because of our subscription model, we typically attract quality candidates who are serious about finding great remote opportunities. And small business owners love that because they don’t have the time to sort through hundreds or thousands of resumes and on HireMyMom, they typically receive a very manageable number of applicants making the hiring process much less cumbersome. Plus, employers and job seekers alike can get in touch with a real live human any time they need help!

You’re Competing with Hundreds, if Not Thousands

Even if you have the perfect resume and the best qualifications, there’s still no guarantee that your application will be seen. With such a massive pool of applicants, employers can afford to be picky, and your resume may never make it to the top of the pile. Plus, employers often get overwhelmed and only take the first few people who applied to the listing when it went live, leaving several other applicants behind. The odds are even worse for freelancers. Most job postings on these sites only list opportunities for full-time employment, leaving freelancers out in the cold. Furthermore, with so much competition, it can be difficult to get noticed and your rate of pay may suffer as a result.

This isn’t the case with Hire My Mom. By using this site, freelancers benefit from fewer applications and more personalized attention. Rather than competing with hundreds of other applicants, your application will stand out from the crowd and you’ll get the chance to show off your skills and talents. Additionally, since we are a paid site, the job applicant pool is smaller giving our job seekers a better chance of getting hired.

It’s time to find the job or employee of your dreams! Let us know how we can be of help.

 

 

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March 27, 2023

Overcoming the Fear of Hiring as a Small Business Owner

As a small business owner, the decision to hire new employees is an important one. It can also be intimidating and filled with anxiety. The thought of taking on the responsibility of providing wages and other expenses associated with hiring can be overwhelming. However, it’s important to remember that hiring is essential for the growth of your business. Let’s look at ways to overcome the fear of hiring as a small business owner and how to make the process easier:

Define Your Ideal Employee

It is important to take the time to carefully define your ideal employee or contractor before you begin the hiring process. This means taking the time to think about what qualities and skills you are looking for and which of these would be most beneficial to your business. Make sure to consider qualities like team-orientation, communication skills, work ethic, dependability, problem-solving abilities, and any other unique traits or qualifications that are relevant to your particular business needs. You should also think about the type of personality that will fit best with the company culture you are hoping to foster. By taking the time to define your ideal employee upfront, you will be better able to identify qualified candidates who possess the qualities and skills that you desire.

Create a Plan

The key to success is to create a plan ahead of time so you know what to expect. Start by making a list of all the tasks required to hire a new employee. This should include outlining what tasks this job will entail, what specific skills and experience you are looking for in your new hire, taking this information to draft the job post, then deciding what questions to ask in an interview to help you find the best candidate. Once your job posting is live, make sure you’re organized with the applications you receive. Consider creating a spreadsheet that outlines each candidate’s qualifications and notes from the interviews. This will help you easily compare each applicant and make your final decision. Additionally, establish a timeline for when you plan to make an offer and inform candidates. Outlining your expectations ahead of time will help ensure everyone is on the same page and save you time in the future. Finally, if this is your first time hiring, you may want to consult an experienced advisor who can answer any questions and provide advice on the best practices for hiring.

Hire for Potential, Not Just Experience

You want to make sure you hire the right person for the job, but you may be afraid to take a chance on someone without a lot of experience. However, this shouldn’t stop you from considering potential over experience. When it comes to hiring for potential, start by looking for someone who is highly motivated and eager to learn. Ask yourself questions like, “Does this candidate demonstrate a genuine interest in the position?” and “Do they have any related skills or knowledge that could benefit the job?” This will help you identify people who might have the aptitude for the role, even if they don’t have all the necessary experience.

Also look for candidates who have transferable skills. Are there any abilities they developed in a previous role that could be applied to your position? A great example of this is a mom who has to stay highly organized managing her family which translates into a very diligent personal assistant that can keep your calendar on track. Finally, remember that even if someone doesn’t have all the required experience, they can still be successful in a position if they are willing to put in the effort. Investing in a strong training program and providing adequate resources will help bring inexperienced employees up to speed more quickly. Ultimately, don’t be afraid to consider hiring for potential instead of experience when it comes to filling positions in your small business. There are plenty of motivated and talented individuals out there who just need a chance to prove themselves. By taking the time to invest in them, you could find yourself with a loyal and hardworking team member.

Take the Time to Train Your New Employees

While it may be tempting to simply have a new employee start working without any training, it’s important to invest the time and effort in training your new team members. Training doesn’t have to take long or be complicated. A comprehensive orientation process can cover all of the basics and ensure that everyone is on the same page. You can also break down your training into smaller pieces and offer ongoing education on specific topics.

When creating a training program, be sure to focus on the basics and make sure all of your employees understand the core processes of your business. You should also ensure that new employees learn how to use the technology they need to do their job. Having an in-depth understanding of your products and services is also essential, so make sure to include this as part of the training program. Finally, remember that while new employees will likely need additional guidance as they get up to speed, giving them a strong foundation at the outset can pay dividends down the line. It can also be helpful to get feedback from current employees on what they wish they had known when they first started so you can incorporate this into your new employee training program.

Set Clear Expectations from the Start

As a small business owner, you need to make sure that everyone is on the same page. Before hiring someone, you should let them know what is expected of them in terms of work hours, job duties, and any other relevant information — you should also communicate this to the rest of your team. They can help you through the hiring process, which can act as a support group for overcoming anxiety in this area. It is okay to share with your current team your fears about onboarding a new member. Getting their perspective in this area can be extremely helpful!

Make sure your new employee knows exactly what is expected of them, so that there are no surprises or misunderstandings. Let them know that you are available to answer any questions they may have, and that you are there to help them succeed. Ask them what their goals are and how they plan to achieve them. By having these conversations, you can ensure that everyone is working together towards common goals. Finally, make sure to document your expectations in writing. Having everything in writing can help keep everyone accountable and make sure that everyone is on the same page. It can also serve as a reference point if there is ever any confusion about expectations or roles.

We understand that even with these tips the hiring process can be intimidating. We have resources available that can help! Our Small Business Concierge Service can help you with the entire hiring process from helping you create a solid job post, receiving and reviewing incoming applications and resumes, conducting interviews, presenting you with the top 2-3 candidates and even helping with the onboarding process if desired. 

Or if you are interested in learning more about the hiring process on your own, we have a self-paced course called “Hiring Made Easy” that can teach you valuable tools to use such as what to know before you hire, what questions to ask during an interview and what the going rate of pay is for common roles. At HireMyMom, we are here to help you every step of the way. Contact us today if we can be of any assistance. 

 

 

 

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November 28, 2022

The Top Five Ways to Avoid Making a Bad Hire

At some point, many companies hire someone they later regret. It happens more than you may think. But that doesn’t mean you should let it happen to your business, and there are a few key things you can do to avoid the bad hires. Hiring the wrong person can be costly, not only in terms of the money you spend but also in terms of the time and energy you expend trying to train them or fill their shoes with someone better suited for the role. While there’s no guaranteed way to find the perfect hire every time, these five strategies will help minimize your chances of making a bad hire.

Set Clear Expectations

Define exactly what you expect of a person in their job role. Be clear about the tasks you want them to perform and your expectations for their performance. Write down these expectations so there is no ambiguity. Remember, you cannot control how someone does their job so focus on what they should do as opposed to how they do it.

Show Appreciation

No matter how much you may be in need of someone, do not hire them without first showing that you value and need them. This is especially important when hiring remote employees. Keep in mind that the best way to show appreciation is not by talking about what they can do for you, but rather by letting them know how they will make your company better. When it comes to remote jobs, even small things like sending a quick email or text message or giving them an unexpected high-five through Skype can go a long way in demonstrating that you care about their work and want them around for the long haul.

Define Goals

Start by asking the candidate to define what their goals are for the job. You should be able to tell quickly whether or not someone is qualified based on their goals, and this will also give you an idea of what qualities they’re looking for in their next position. Ask questions that will help you figure out how well they’ll work within your environment: What would you like to accomplish if you are hired for this position?  How do you define success? What were some of your previous jobs, and why did you leave them? After hearing the answers to these questions, ask yourself if you can meet their expectations. If so, then there’s a good chance that this person is worth pursuing further, and it will let you know if they are a cultural workplace fit.

Understand Work-Life Balance

As an employer — especially one who is hiring remotely — it is important to understand a job candidate’s work-life balance. If they are stay at home moms, working around their schedules will be very important. During an interview, ask the job seeker what sort of schedule they are looking for/need when it comes to their work day. They may have different hours during the week and weekends. Discussing these needs beforehand can help create a better work-life balance and avoid any misunderstandings down the line.

Pay Attention to Red Flags

Any red flag you notice in an interview is most likely a reflection of the kind of work that person will perform for your company. For example, if someone shows up late to an interview, that could mean they are not taking the hiring process seriously, and they may be late for company meetings and deadlines. There are other similar red flags to pay attention to: 

  • Is the person constantly distracted by what’s going on in their home rather than focusing on the interview? This shows they may not be able to concentrate on their work.
  • Is the person unable to give specific, detailed examples of past work history? This could mean they exaggerated their job seeking materials and may not have the experience needed.
  • Does the person make remarks that make you uncomfortable or seem overly negative? This could escalate and cause issues down the line.

These are just a few examples of red flags, so we always advise you to trust your instincts. Remember, you don’t want to hire a candidate too quickly, you want the right and experienced candidate that will grow with your company!

What are ways you avoid making bad hires for your company? Let us know! If you’re an employer that’s nervous about the hiring process and about potentially making the wrong decision, check out our Concierge Services! Our experts will complete the entire hiring process for you. With years of experience, they can point out red flags you might miss as well as amazing attributes.

 

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October 31, 2022

The Perks of Hiring People with No Experience

Hiring new talent can be an exciting and frustrating experience, especially if it’s your first time hiring employees. There are so many things to consider, like how much to pay, what benefits to offer and how to keep your new hires from leaving once you get them on board! But, how do you decide which candidate is right for your organization? Someone with years of experience, or someone with no experience? That greatly depends on which position you’re hiring for, but let’s explore the benefits of hiring someone who has no experience — this strategy can save you money and help you foster trust within your organization as you build your employee’s experience.

Finding the Right Fit

When you’re in need of someone to fill a position, be sure to think about what skills they will have that can be utilized at your company. There are many benefits to hiring people with no experience such as being able to train them and mold them into the perfect fit for your company. Plus, there is a lot less pressure on you when it comes time to make a decision because you don’t have any preconceived notions about who they are as an employee which can lead to better decisions. When considering hiring someone who has no experience, make sure they have skills that can be useful at your company and once hired, then take the time to train and coach them so they can grow into the perfect person for the position. 

These skills don’t have to come from direct experience in your industry; for example, if you run a marketing company, a potential candidate could put on their résumé that they have experience working with customers to persuade them to purchase a product from working the floor in retail — they just don’t have direct marketing experience. This is still a skill that can be put to good use at your company! In fact, in this example, this gives that job candidate a unique perspective into what consumers want that may have been previously missing at your business.

They Are an Investment

One of the biggest perks of hiring someone without experience is that they are an investment. A person without experience can be a great asset to a company because it takes time for them to learn and grow. When hiring people with no experience, you invest in them and their future because they become more valuable over time. Plus, there is less turnover when you hire people who have no experience because you build trust and loyalty by showing candidates you are willing to work with them and allow them to move up in your company.

They Are Eager to Learn

Hiring someone without any experience can be a risky move. There is always the chance that they will not be able to keep up, or worse, quit after a week. However, there are plenty of reasons why it might be worth the risk. For starters, you can find people who are eager to learn and will be happy to go above and beyond what is required in order to make themselves valuable. This can lead to your company having an influx of motivated employees who have the potential for growth and education. 

They Bring Fresh Ideas

Hiring people without experience can be intimidating because you don’t know what they’re capable of. But, it also offers many benefits that inexperienced managers might not think about. One major perk is fresh ideas. If you hire someone without experience, they’ll bring a new perspective to the company and help you find new ways to improve processes and increase your creativity. For example, if you have an employee who has been working for years on a particular project or product, they may not see other solutions that could help make the work process smoother and more efficient. In some cases, having an outsider’s perspective on things can be valuable because it’s likely they won’t be tainted by old habits or assumptions that others may be stuck in.

As mentioned before, hiring someone with experience versus no experience comes down to your company culture and the position you’re hiring for. There are benefits to both, but focusing specifically on those with no experience, they can be a great investment for your company! What has been your company’s experience hiring someone who has not worked in your industry? Let us know!

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September 26, 2022

How to Create a Winning Job Post

Any successful hiring manager will tell you that having a great job description (or job post) is vital to hiring great candidates. Without it, you may not attract any candidates or you may attract the wrong ones — and that’s not a good use of your time or money. We want to share with you how to create a job post that will attract the right candidates and increase your chances of finding the rockstar team member you need for your business.

Examples of What Not to Do

The number one thing we see is that some employers do not include enough information on their job posts. With the first example below, you will notice that minimal information was provided about the company and the position itself. We recommend including information such as the duties of the job, specific experience needed, any special skills you are seeking, the number of hours per week or month you are seeking as well as any other pertinent qualities, qualifications or skills needed. It can also be helpful to include a bit about the company and the culture that gives the candidates an idea of what it’s like working for your company. This helps ensure they feel like they would be a good fit for what you are looking for.

Our next example is getting more on the right track, but we recommend adding more details without writing a book. This post does a much better job explaining the position and offering some information about the company. However, the time commitment is still missing as is more specific information about what is needed for the job itself.

Examples of What to Do

We’ve compiled two of some of the top performing job posts on the site to share with you below. You will notice that the first post has quite a bit more information than our previous examples. It goes into detail about the company, what the position is about, what is needed for the position, and the commitment requirements.

You may not have this many requirements or qualifications needed and that is 100% ok. Your job does not have to be long to be thorough. In fact, super long job posts don’t perform well because it overwhelms the candidates so it’s important to state what you are looking for, the important points but not go overboard and write so much that you scare off potential candidates. This example below is one of our longer job descriptions but we are suggesting that you should have one this long. 

Our next example is very similar with lots of great details. As a bonus, this post states up front what the salary range is which can help find better job candidates that know what to expect from the beginning with regards to compensation.  Again, your job description does not have to be this long. We just wanted to give you some ideas of things you can include to help your job post perform better!

 

In need of more inspiration or ideas to kickstart your job description? 

We’ve put together a FREE Job Post template for our audience to help make this process easier!  CLICK HERE to download it.

Do you tips that have worked well for you in hiring or writing job descriptions? Share with us your tips to help other employers create the best job post possible.

 

 

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