Hiring can often be critical—and can be deadly if not done thoroughly—to the success of a small company. The impact of one mis-hire can affect customers, clients, prospects and other employees—potentially tarnishing your image, changing the company culture and disturbing the company’s bottom line.
One of the biggest mistakes I see business owners make is viewing the hiring process as a one-dimensional activity of recruiting, interviewing and then hiring. A savvy business owner who understands the entire employee lifecycle will be much more effective during the hiring process.
Over the next few blogs, we'll discuss a few overlooked areas of the three-dimensional hiring process that may take more time, but have a much higher payoff. Let's get started with tip number one....
1. Creating a Job Description
When creating job descriptions, you need to understand the basic responsibilities this job will include. Also, outline training or competencies required, challenges of the job and internal contacts who will be resources.
Job descriptions in a small business are constantly changing, dependent on the demand for your products/services, so it’s important to do annual reviews and get the employee to sign off that his/her job description is still accurate with how he/she spends time at work.
Can't wait for more?
Check out five tips on hiring in a tough economy from our president, Jason P. Zickerman, in the Washington Business Journal!
Thursday, July 10, 2008
Subscribe to:
Post Comments (Atom)
1 comments:
I believe that there is nothing more important than hiring the right people. Good people can overcome bad systems and procedures. Bad people seldom make good systems and procedures work well. In addition, your employees represent you and your business. Before I hire someone, I ask one simple question. "Will I be proud to have this person represent me and my company?" I think the answer to that question says it all.
Post a Comment