For small businesses looking to hire, one important tip I would provide would be to play the long game by showcasing your company culture. Don’t only think about the immediate hiring need or the imminent hole you need to plug, plan for the future as well. That means a roadmap of what types of teammates you need to get from Point A to Point B in your growth, as well as how you can make sure to spread your employment brand and culture – whether it’s via social media (your Facebook page, Twitter account, LinkedIn company profile, etc.) or at local colleges and universities, etc. As a small business owner or entrepreneur, you should always be hiring – which means always having a focus on your employment brand / presence. People know Google is a cool place to work, convince them that your small business is too.
Don’t be penny-wise and pound foolish! Often times, you get what you pay for, and if a candidate’s compensation requirements are slightly above your budget for the role, don’t shy away from taking the plunge and making the investment for the right candidate. A 5% or 10% difference in cost could make a much larger impact when it comes to quality within your organization.
To save yourself from hiring a poor employee – be wary of job-hoppers. If someone has 5-6 roles on their company in a short space of time – like 2-3 years, that’s a major red flag. There is an expensive intangible organizational cost to recruiting, onboarding, and training, especially for small businesses with limited resources, so the last thing you want to do is take a chance on someone with a track record of only staying somewhere for a short period of time.
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