When you decide to be your own boss, you're also ultimately deciding to be your first employee. That's the part of building your brand that you won't find on a graphic tee. For the most part, having to tackle all things necessary to operate your business when you're getting started isn't all that bad. As a matter of fact, most of us would prefer to have complete control over the foundation on which our businesses are built. We want to be confident in our policies and processes as well as our products and/or services. When you're a business owner, you know those decisions make all the difference to the community you serve.
Once you've laid the foundation and your business begins to grow, you may opt to hire a team. Having reliable people to help you run your business can be invaluable as you scale and expand your brand. The question America's entrepreneurial women are asking is, "How on Earth do I find the right people? Let's face it. Starting a business doesn't make you a Human Resources professional. There is much to know and therefore much to learn about making the right choices when it comes to who represents you and your company.
For starters, you don't want to approach such an intricate part of your business all "willy nilly". You want to be sure you have a "recruiting strategy". A recruiting strategy is a plan of action to help you identify, attract and hire the best candidates for your open positions. These strategies range from posting on the most effective and efficient job boards according to your industry to using a professional recruiting service and implementing an employee referral program.
Here are a few more strategic tips to ensure you're making the right decisions when it comes to your people.
#1 Social Media! DUH!
It's 2022. More than likely, we don't have to explain how big of an impact social media can have on your ability to scale and grow your business. It's not just a
great place to conveniently network and market to your ideal customer, it's an amazing FREE tool Human Resource Managers everywhere have implemented into their hiring process. You can use social media platforms to find and vet potential candidates as well as give the public an idea of your company's culture. If you're hiring...try social recruiting!
#2 Become a Job Description Jedi Master
I approach my job ads like I approach my dating profiles. If you think about it, finding the right person whether professionally or romantically must involve a level of honesty, transparency, and clarity In order to do this effectively, you have to figure out what you don't
have the time, patience, or skill to accomplish alone. This will give you a list of responsibilities that your new employee would need to take on during the course of their workday. You want to be as specific as possible about what characteristics would constitute the ideal candidate. As well as the key indicators you'll be looking for in their employment or background history. The more detailed and intentional your job are about not only what you say, but how you say it, the higher the chances of attracting the type of people that mesh with your business seamlessly. key takeaways:
Aim for a descriptive and interesting title.
Create an overview that makes your position one that job seekers are excited to fill.
Highlight your company's culture! Whether you expect pearls and pencil skirts or distressed denim and pastel hair color is right up your alley. Find a way to express it!
Include all the essentials! What will they be doing? How often? How does their role fit into the bigger picture? What do you expect from them? What can they expect from you?
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#3 Keep Your KPIs Close Your Goals Closer...
First, use the S.M.A.R.T goal-setting framework to set your recruiting goals Be sure they are Specific - Measurable - Achievable - Realistic -Time-based. Get a friend or colleague involved to help you stay accountable. Don't be afraid to connect with a coach or mentor to assist you with setting goals and staying accountable. Not sure where to find a mentor? Check out the programs offered by Women Funding Women.
Next, be sure to track the progress of the process by usi
ng your KPIs. Your key performance indicators will allow you to measure the success of the different strategies you used while recruiting. This will also ensure the next recruiting season is even more successful.
KPIs to focus on include:
The number of qualified candidates per job post
The time it took to hire
The offer acceptance rate
The recruiting source of hire (e.g., job posting, social media),
The cost per hire
The turnover rate.
Of course, there's a load more to know about finding your people. But that's another day and another article.
Speaking of, be sure to check out the top 5 characteristics Kimberly Sinclair, Human Resources Manager for at Jordan-Young Institute Orthopaedic Surgery & Sports Medicine says are the top 5 characteristics she looks for in her candidates in "Clarity" - the Summer Issue of Her Hustle Magazine!
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