While human resource departments are usually part of a big business, small businesses need to consider their HR needs. Small businesses might not need human resources departments, but they do need to have employment strategies that help them succeed. Small businesses need highly qualified employees, just like big businesses do.
Small businesses need to consider short-term and long-term hiring and recruiting. They also need to consider how they can help their local communities, like participating with job search support for autistic adults. Businesses of all sizes benefit when they develop good employment strategies.
1. Institute a trial-basis hiring plan
Sometimes recruits look outstanding on paper, but when they start working, something just doesn’t seem right. You can easily remedy this situation by implementing a program that puts all new hires into a trial run. This way, if you find that the new employee doesn’t mesh with the rest of your staff, you can let them go and find someone else.
You can also work with actual temps or with freelancers to fill positions. If things work out well, you can offer them permanent positions. There is nothing wrong with finding out if someone will fit with your small business culture, especially if you only have a few employees who spend a lot of time together during the day. When you institute hiring on a trial-basis, you show your current employees that you value them.
2. Use your current employees
Your current employees can be your best resource for new employees. You can encourage them to give you referrals with bonuses or other rewards if things work out well. Be sure you write a policy that works for your organization before you begin asking your employees for possible recruits.
When you offer referral bonuses, consider how much it costs you to post a job, read through resumes, interview candidates, and make a hire. You can save a lot of money by finding people without having to post jobs and run through the rigamarole of recruiting. Your employees will appreciate being able to help their friends and family members, and they will also appreciate the bonus.
3. Create helpful job descriptions
One of the best ways to get the best employees is to write job descriptions that fit the job. All too often, businesses write vague job descriptions that need “superstars” or “plenty of spirit.” While these descriptions might be fun to write, they are difficult to understand. How does someone know if they have spirit or if they are superstars?
Instead, make your job descriptions factual and completely related to the job. You should include precise language in a gender-neutral and unbiased way that helps job seekers understand if they can do the job.
Your employees can help you write the job descriptions. Ask them what the most common tasks are that they do each day, then you have language that helps you complete the job description.
