Do This BEFORE You Hire! Part 2

Do This BEFORE your Hire! Part 2
By Talmar Anderson

We are in the middle of a 3 part series addressing some of the actions you can take BEFORE you even place your first employment ad to give yourself a chance at success in your hiring process! While finding, hiring, and training your new hires for your own business can be challenging for most employers, I am excited to be focusing on this short series for small business owners discussing what can be done BEFORE you even place that employment ad to get the most out of your new hires. The first step started with a great way to ensure you can keep the new employee busy while rolling them into your organization.  Check it out HERE if you missed it.  Now we are going to address pieces that can wreck-havoc on the organization as a whole if not carefully considered BEFORE hiring. Let’s talk about a plan for the oversight, daily communication and work environment…in other words “who is the boss” and “where they park themselves”.

Getting help can keep a business owner so focused on the candidate and whether they are really qualified or if they will be a good fit culturally, that they can forget to think about HOW the new role will fit into the current business’ day to day operations.

  • Is there physical space for them?
  • Will a new hire be happy sitting next to the door of the bathroom?
  • If you work out of your home, will you have them work from your house? How will that work with your family? Is the new candidate allergic to cats?
  • Do you have space in your office for a new table set up for once a week face to face meetings?
  • Do you have the equipment or access to tools they employee needs to perform the job (if there a phone jack if answering lines? Can calls easily be forward to a company phone? Will they need a desktop or a laptop?

Physically consider how a new employee will be accessing and performing the job.  This allows you to carefully advertise for and screen a candidate that will have success in the environment you are planning.  Are they a loud talker? You may have difficulty if they are supposed to share space while working the phones for your events.

Where they will perform all of their work must be carefully consider to provide the correct environment and tools for each employee to have success.  Once this is defined, reverse engineer it. Consider what traits someone working successfully in that particular type of work environment would possess.  Those traits are now a requirement for employment in this role.

Next consider who the new employee will report to and how. Not just training. Training is a finite time.  On a regular basis,

  • Who will answer this position’s questions?
  • How regularly will they be able to access their supervisor? Does that support your business and clients?
  • How frequently will the supervisor meet one on one? How often will they meet face to face?
  • What is the course of action if the new employee feels they cannot get what they need from the supervisor?
  • Have you considered if the new supervisor has ever managed employees? Do you need to offer them training and support?

Develop a path for communication – both for an employee to be advised and evaluated but also a resource or starting point for clarification and answers. The expectation of consistent meetings needs to be calendared and planned on before you hire whether they are being performed by the business owner or another staff member in the company. Management time will be required.

Small businesses lose good hires if they play this part “by the seat of their pants”.  Employees want to feel like they are entering a company with a clear role and contributing to a structured organization even if that organization is a company of one right now.  If their first mandate is to “figure out” how they can get the job done, you are very likely to be back in the hiring process in the next 3-6 months. It is not enough to know what you want them to accomplish. You must provide a space, communication process and support system to allow them to successfully contribute to your company’s growth!

Now GO! Grow!

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One thought on “Do This BEFORE You Hire! Part 2

  1. Pingback: What to Do BEFORE your Hire, Part 3 | Dollars & Sense: Talmar It Up Blog

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