The most important part of any hiring process – aside from picking the right candidate – is weeding out incompatible prospects. But finding someone who is a hard worker, a good fit, and won’t eat anybody’s food in the break room fridge can seem like a tall order. Luckily here are a few tips to help you find the best new hire for your brand. (more…)
From small startups to Fortune 100 corporations, company culture seems to be the topic du jour as of late. But, is all of this airtime really warranted? Does a company’s culture truly matter that much? Who pays attention to this? A recent study jointly conducted by professors at Duke and Columbia Universities found that an overwhelming number of C-level executives believe culture matters—a lot. So much so, in fact, that they said a potential business merger or acquisition could even fail if the cultures of the two companies involved did not mesh. (more…)
Today’s overcrowded job market makes sourcing and engaging talent somewhat harder for small businesses. Usually kept very busy by their many responsibilities, owners of small companies are unlikely to spend lots of time on recruitment – they simply cannot manage all those things at once. That’s why improving recruitment in small businesses is based on simplification. Once the hiring process is simple, clear and uncomplicated, managers significantly improve their chances at having a surge of new talent knocking at their door. Here are 5 things you can do right now to improve your hiring strategy. (more…)
Hiring your first employee is an exciting time for your company. Your daily duties have expanded and you need to hire someone to take over some of the responsibility. Before you interview and find the person you want to bring into your company, you need to understand the legal requirements for hiring and maintaining employees.
An improving economy and a more buoyant jobs market naturally makes it harder for employers to hold on to their best people. So, with talent retention a big concern for HR, what can employers and HR do to tie down their top talent?
While no employer wants to keep an unhappy member of staff or someone that desperately wants a new challenge elsewhere, I suspect that a high number of those saying they intend to move jobs in 2015 don’t fall into either of those camps. These are the people who we can and should be trying to reach.
But what can be done to prevent to prevent your talented people from having their head turned by a job offer? (more…)
As the owner of a small business, you no doubt receive a lot of advice on how to run your brand from friends, business associates, management books and leadership TED Talks, and blogs, but a lot of that ‘conventional wisdom’ is not worth taking. Here are 7 pieces of small business advice that you should NOT listen to.
1.) “There’s No Additional Room for Your Product (or Service) in This Market.”
You don’t need to reinvent the wheel, nor do you always have to go to a completely empty area to start or enhance your small business. Starbucks wasn’t the first company to sell coffee at retail, but they were able to win the market by not just selling coffee. They sold an “experience” along with a wide array of coffee products as well as pastries. And despite the dominance of Starbucks, there are many other boutique coffee retailers across the country, even though there may be a Starbucks on the next corner.
You don’t have to come up with a completely novel idea. Just look to fill a niche that has a large potential market.
Inevitably as a business owner, you will make one mistake that you’ll look back on and wonder how you ever thought it was a good idea. We all have our own stories of doing this –it seems to be an unspoken rite of passage in the world of owning a business!
But what is that one thing? That one thing is you’re going to hire someone and then come to regret it. Some of you reading this are probably already laughing because you know exactly what I mean. Others could be in the midst of this right now, so you might not think it’s so funny. No matter how established you are, remember that this happens to all of us, but matters even more are the actions you take next.
1) Don’t Take It Personally
Anytime you hire someone, whether an employee or a service provider, you’re rolling the dice. Regardless of how well someone interviews or the bank of credentials and references they bring with them, sometimes the fit just isn’t right between the two parties. What makes this so difficult for most small business owners is they take it personally.
Hiring is an exhausting process, especially when you’re a small business owner. You don’t have a Human Resources department to do the legwork for you; instead all you’ve got is a small team that has to wear many hats while trying to expand.
You’ve got to write out a job posting, get it up on the right job boards and career sites, and then wait for the applicants to trickle in. Now more than ever, thanks to the internet, even small businesses can get hundreds of applicants for one role. So your life just got harder.
You already don’t have enough manpower to look through all of the applications, but just to hire someone new you need to spend hours reviewing resumes and conducting interviews to figure out who that “someone” is. That’s why you need to approach the hiring process like a recruiter looking for the right candidate.
Startups are powered by their people more than any claim to a reputation, an established corporate structure, or any other resource readily available to big corporation budgets. As such, they have to be very careful when it comes to their hiring guidelines. Below are four essential rules that startups should keep in mind when it comes to hiring if they want to avoid superfluous employees.
1. Identify from the start the positions that require people with more experience.
As a startup working on a budget, you won’t be able to hire dozens of people across the board, but you should have one or two team members with stellar credentials to bring to the table. Just assigning them whatever role is open isn’t wise though – you have to put them in roles that deserve their expertise.
Here are four important things to consider when hiring your staff:
- Hire, train and fire based on your values. Once you establish the values of your organization, it’s important that those hired actually live and demonstrate those values. If they can’t, won’t or don’t—move ‘em on out. They could be an amazing fit for another business and won’t undermine the type of culture you want. (more…)