Our Hiring Cheat Sheet for Small Business

Hiring is not easy. In this newsletter, I have talked about the preparation for interviews, the best practices when a candidate is onsite, and how to offer your chosen candidate that sets you apart.

However, if you have not been able to read all of those suggestions, we decided to put it all in one place in our Hiring Cheat Sheet for Small Businesses. If you do 75% of our suggestions from this list, we guarantee that you will have a leg up on other small businesses. Here we go:

The Preparation for the Interview:

Tip #1 - Let the Candidate Know What to Expect

No one wants a surprise. No one wants to wait around and wonder what comes next.?So, tell your candidates at the very beginning of the process what is likely to happen. This can help to alleviate any anxiety they may have and ensure that they are well-prepared.

Tip #2 - Get the Logistics Right

Ensure that parking, reception, and other logistics are in order. This will help to create a smooth and seamless experience for the candidate, and also ensure that they arrive at the interview feeling relaxed and focused. You would think this is self-explanatory. However, we hear from candidates all the time about how there was no direction and they did not know where to go.

Tip #3 - Don’t Overload the Candidate

As you plan the interview day, here are some tips:

1. Plan on the interview being around 30-45 minutes.
2. Plan on interviews?never being more than a 3-1 ratio?(interviewers to interviewee).?Large panel interviews just don’t work well and totally stress the candidate. We get the feedback that it feels like a firing squad when there are more than 3!
3. Plan for a break with a snack or coffee if the person will have multiple interviews.

Tip #4 - Be Prepared

We always tell the candidate to be prepared but the interviewer should be as well! Here are some easy items to check along the way:

1. Make sure you have reviewed the resume and highlight a couple of interesting things.
2. Look at their LinkedIn to see what you might have in common.
3. Have 2-3 questions written about their background and 2-3 more questions to help you determine culture fit and skills fit!

If you want more in-depth examples and stories for Interview Prep, here is the link to the Newsletter on it - Onsite Interview Guide for Employers: Preparation for the Candidate

Onsite Interview Guide for Employers

Tip #1 - Don’t Tell the Candidate Everything Bad About Your Company

We agree that it is crazy we need to remind people about this, but we do. An old strategy was to let them know the good, bad and the ugly.?Focus on the positive aspects of the company and the role.

Tip #2 - A candidate can catch your love for the company.

Tell the candidate why you love working there and sell them on the company! It is important to show the candidate why your company is a great place to work and to create a positive and engaging environment.

Tip #3 - Be On Time

It is essential to be punctual and ready to start the interview at the scheduled time. Being late can create a negative impression and may cause the candidate to feel disrespected.

Tip #4 - Shut Off Your Phone and Your Computer During the Interview

We get it - you are important and things are happening. However, the number of interviewees that get turned off by interviewers who are “not paying attention” is a large one.

Tip #5 - Pay Attention

It is important to engage with the candidate and show genuine interest in what they have to say. Actively listen and ask follow-up questions to gain a better understanding of their skills, experience, and potential.

Tip #6 - Quit Asking Impossibly Hard Questions

Avoid asking unnecessarily difficult questions. While it is important to assess the candidate's skills and experience, it is equally important to create a comfortable and non-threatening environment.

Tip #7 - Next Interviews Need to Happen Quickly

If you determine to bring the candidate back in for a follow up interview, plan that for the next couple of days. You have a very high chance of losing your candidate if that next interview isn’t FAST.

These are some tips while the candidates are in the office for an interview. If you want more depth, here is the link to the Newsletter for Onsite Interview Guide for Employers.

Best Practices When Making an Offer to a Candidate

Tip #1 - Call the Candidate with Excitement!

The hiring manager (or CEO if appropriate) needs to call the candidate with excitement! This is the moment that the candidate has been waiting for, and it's important to create a positive and enthusiastic experience for them. By conveying your excitement and interest in the candidate, you are more likely to create a positive impression and increase the likelihood of acceptance.

Tip #2 - Put an Offer in Writing that Same Day

The offer should come on the same day and preferably within an hour of the phone call (not before the phone call - that is not recommended at all!). This provides the candidate with the necessary details regarding the offer, such as salary, benefits, start date, and other relevant information. This also shows the candidate that you are organized, professional, and value their time.

Tip #3 - Meet or exceed their salary expectations

Don't offer less than they thought was coming. If you have discussed salary expectations with the candidate or posted a range, it's important to ensure that the offer meets or exceeds their expectations. Offering less than what they anticipated can create a negative impression and may cause the candidate to reconsider their interest in the position.?Even if they take the job at the lesser rate, you have communicated to them that they weren’t even good enough for the lower end of the range and you will be starting off poorly.

Tip #4 - Keep communicating!

If there is much time between offer acceptance and start, continue to communicate with the candidate. This can include sending them a company t-shirt, newsletter, or welcome emails from staff. This helps to keep the candidate engaged and excited about the opportunity to work with your organization and may squash any other offers that may be coming in behind yours.?Surprise and delight them with gifts, communication, excitement from current team members, etc.?It doesn’t cost much - but is important if there is more than a couple of weeks prior to their start date.

In Conclusion...

We would love to talk to you about your hiring process. We coach our clients through every step when we work with them in recruiting.?It’s just part of what we do and why our clients like to work with us! Our survey scores are 5 out of 5 on the client and candidate side. We know that sounds like bragging, and it is. Hiring and HR is what we do best!

Here are some links to learn more about Innovative Outsourcing , our podcast HR Ins and Outs for Small Business Podcast , and tHRiving: HR for Small Business