It’s Friday at 4:55 and your numero uno, the ace in the hole, gives you a letter. No, you’re not getting a thank you letter for being a good boss; you’re getting a resignation letter. If you’re lucky you have a month to recruit fresh, new talent and blood to fill the position, not to mention on boarding and training. If you’re unlucky – that employee is giving you a two week notice and is already travelling down the road, new position in hand.

Don’t panic!

I recently read a blog on crowdSpring, 5 Things that Suck About Hiring New Employees and 10 Things Companies can Do About It that really had some valuable information for any small or mid-sized business owner to consider. The thing is, as business owners who are faced with hiring new employees, it’s smart to think strategically about hiring. What can you do to make it easier?

Mike Samson writes there are five main reasons why hiring suck:

1.)    There’s a reason you’re hiring. Either they left on their accord and you’re in a bind, or you were underwhelmed with the employee’s performance. Either way – there will likely be tension in the office .

2.)    It’s not easy*. When you hire a new employee there’s a ton of work, time, and money put into the process (not to mention the stress!).

3.)    It’s not a fast process. Hiring a new employee is like apartment searching. It takes time, effort, lots of appointments, second reviews, opinions, and there are always a ton of pros and cons to weigh.

4.)    $$$. Hiring can be costly. If you’re a small or mid-sized business owner, or have ever hired for one, you know that. Not only is there an upfront cost to absorb, but the long-term compounded cost the company will absorb if the employee doesn’t work out.

5.)    Risk. There’s a huge rusk that you take personally and financially by hiring an employee without any assistance. There are a ton of unknowns you must take into account.

So, we’ve established that hiring sucks. Samson has compiled a list of ten things that you can do to mitigate the stress of the hiring process. I personally find that all of the following points are important, but that the fourth is vital:

  • Write a stellar job description
  • Find the right places to advertise
  • Use your network and ask around
  • Constantly recruit
  • Don’t waste your time (or others!)
  • Learn to sort resumes
  • Take your time
  • Leave yourself lots of choice
  • Be sure you’re asking the right questions
  • Go with your gut!

Why, you may ask, is the fourth bullet down on Samson’s list the most important? It’s plain and simple. By constantly recruiting you are essentially building yourself a safety net that can protect you when you fall. In actuality, none of the other points on the list are relevant if you don’t have a pool of qualified applications to start your search with in the first place.

Think of your recruiting efforts as a plan. You need to plan for the best, and the worst.

Are you planning for the best and the worst? Find out now how you can.

 

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