One of the top frustrations I hear from small business owners is about hiring correctly. They want to know how to find the right people: really good employees who will stay, people who will understand them, how they work, and match their personality. They want people who will fit in and support them so they can do their genius work – what they started their business for in the first place.
As an entrepreneur, you might have the same frustrations. You might really need to hire someone to help you with your overload – whether you need an employee, a part time worker, a virtual assistant, or a whole bunch of people – but you may be holding off for the fear of hiring the wrong person. And if you’ve ever hired the wrong person before, like I have, you know that it can often be worse than not hiring and continuing to do all of the work by yourself, or overloading current team members.
Hiring the wrong person can cost you a lot of money. And every day that you wait to hire because of indecision is costing you money. And both of these scenarios can cost you lots of time and stress. You don’t need any of this!
8 Proven Strategies for Finding and Hiring the Right Person
These strategies are for small businesses, and are very different from what big businesses will do to hire their “superstars.” In fact, many of them are the exact opposite – that’s why if you go to books written for corporate teams or consultants who working with large companies, the strategies you find there won’t work for you. You may have been using some of those tactics already, and you know they don’t bring you people who match your unique style and align with your personal culture.
1. Don’t talk about the job at first. Talk about your company and your philosophy and see how interested they are.
2. Ask them what they do in their spare time. People who can use their natural talents and preferences in their work will be much better suited for and happier in their work.
3. Ask them why they want the job. It’s amazing what people will tell you if you ask.
4. Get references and check them. All of them.
5. Have multiple interviews. The person may not present the same later, and you’ll get fresh insights.
6. Have team members interview prospective employees. They’ll have great insights.
7. Test prospective employees. Make up a test that can be completed in 15 to 20 minutes, related to the job requirements.
8. Hire on 30 to 90 day trial periods.
Taking the time to implement these strategies will give you worlds of insight into how prospective team members will fit into your unique company’s culture, and how well they’ll sync with you.
Author: Marcia Hoeck
Article Source: EzineArticles.com
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