6 Things You Must Do Before You Hire Another Employee

6 Things You Must Do Before You Hire Another Employee

 

Perhaps your company experienced too many bad hires last year. Another possibility is that you spent weeks interviewing a prospective employee to fill a critical role only to learn you lost that person to a competitor offering a higher wage. These are just two common sources of frustration when it comes to hiring. Here are six suggestions to incorporate more successful hiring practices in 2018.

 

Create an Accurate Job Description

Your first contact with a prospective employee is when he or she responds to your company’s advertisement for an open position. It’s critical to get this right to ensure that it attracts the right caliber of candidates. The ad should state the abilities, knowledge, and skills an applicant needs to perform well in the position at a minimum. However, a well-written job description has the following uses beyond recruitment:

  • Managing performance after hire
  • Employee development and training
  • To set compensation, bonuses, and other rewards
  • As a benchmark for employee discipline

 

Explore Outsourced Options

All companies want to grow, but that can become impossible when too many employees become bogged down with time-consuming administrative duties. Outsourcing functions like payroll and human resources tasks could free up considerable time. It also allows employees to complete their primary job functions and allows your company to take more of a growth-oriented approach.

 

Don’t Pay Too Low

Offering a below-market wage can end up being more trouble than it’s worth. Employees accept a position at your company to gain experience and then take it elsewhere to earn more. Constant turnover is much costlier to your company than offering a fair wage from the beginning. You also want to send the message to employees that you value their work.

 

Hire Slowly

When a key position remains open for months, it’s tempting to hire the first person who looks good on paper. However, it’s crucial to take your time to vet the applicant before making an offer. In addition to verifying education and experience, consider conducting a behavioral interview. This helps to predict future on-the-job behavior by analyzing how the applicant responded to similar situations in the past. It’s also one of the most effective ways to determine if the interviewee is a good fit with corporate culture.

 

Fire Quickly

Sometimes you just don’t want to face the reality that a promising applicant turned out to be a poor employee. That can cause you to let unacceptable behavior go on much longer than it should. Unfortunately, one underperforming employee can have a ripple effect on others. Be sure to step in as soon as you note a pattern of behavior, such as negativity, tardiness, or sloppy documentation. After providing adequate time for the employee to improve, don’t hesitate to terminate the working relationship for the company’s overall good.

 

Hire the Intangibles

Another benefit of the behavioral interview is that it can help uncover traits that you won’t necessarily see on a resume. When you have a choice between two candidates, look for the one that shows these types of intangible skills:

  • Adaptability
  • Positive outlook
  • Has an open mind
  • Good multi-tasker
  • Team player
  • Leadership potential

 

Hiring the perfect person for the job is challenging, especially when human resources isn’t your specialty. We invite you to contact Palmetto Payroll Solutions to inquire about our outsourced human resource functions and get 2018 off to the best possible start.