Small Business Recruiting: All Mistakes To Avoid

Having successfully recruited for small, medium and large-sized businesses, I can say there is not any such thing as a’one size fits all’ recruitment plan. Interviewing and recruitment is an artwork, and by asking the ideal questions, knowing exactly what you want, and following a structured process, you can prevent or minimize the chances of choosing the incorrect person for your business. This is particularly crucial for those less experienced in the recruitment procedure, for example in start-ups or even small-businesses.

How to recruit employees is always a top concern for any small business that needs them. Employees are always aging, changing careers, or becoming unable to continue in their positions for one reason or another. And now economists warn that future demographic trends will contribute to a shortage of high quality employees – and small business jobs will go begging. According to some experts, the labor force is shrinking, as more Baby Boomers are leaving the labor market and birth rates have been declining.

What’s a small business owner looking for top quality employees to do? Here are some tips for recruiting staff that will increase your chances of attracting (and retaining) the people you need.

When you recruit your first employee, your level of knowledge and experience in the hiring process may not be as good as you would like. As such, you might be unsure how to choose and shortlist resumes, you might not know the proper questions to ask your applicants during the interview process, and you might not have experience in knowing how to negotiate salary and employment offers effectively.

The points above are normally skills that you may improve upon with time and experience. But, there are some other important actions that are sometimes overlooked in the recruitment process entirely. It’s a mistake to never finish those tasks, since they are rather fast and simple to do, and also, by not performing them, you raise the risk of hiring someone who isn’t optimal.

Listed below are some mistakes to avoid when hiring employees:

If you recruit someone to help you in your company, you are putting an element of trust in them, in that they’ll act and perform to the degree that was summarized in their resume and talked about within their interviews. They were hired to do work for you efficiently and diligently. You may be putting your daily operations in their hands, trusting that they’ll run it in an ethical manner. You need them to portray your company in the best possible light to your clients.

It might surprise you that nearly half of the candidates that submit a program with you will supply you with an’embellished’ resume. And as someone who is responsible for the daily operations of the business, do not you think you need to learn what they may be hiding or what they have exaggerated?

Consequently, you have to do a comprehensive background check of any possible new recruits so that you have assurance that you are not being fooled by well-rehearsed answers to interview questions or professional grooming.

I’ve heard many small business owners remark about employees doing reckless or silly things when they first join a company. But upon questioning the company owner or supervisor further about the new worker’s behavior, it was discovered that management had often failed to explore the rules, expectations and operational standards of the organisation together with the brand new starter upon them joining.

They set it down to not having time or not believing it to be necessary, so that they left such conduct up to the worker to pick upon. The new research had supposed that what was acceptable in their past employer would be the same in their new location, when in reality it had a very distinct method of operating.

This is such a frequent mistake businesses make when hiring workers, but by spending some time describing such criteria, operational procedures and expected outcomes of this role with the new candidate throughout their first couple of days of joining the company, everyone will have a fantastic understanding of expectations, and reducing the odds of issues arising in the future.
Remember that what makes sense for you might not make sense or be common knowledge to your employees and vice versa.

Let workers know up front exactly what your expectations are, and prepare the rules in writing and ensure both parties inspection and sign a copy each for your documents and theirs. It’s advisable to review this info from time to time with your employees, during staff meetings or half-yearly reviews, so as to make sure everybody stays on the exact same page.

Failing to get the candidate prove her or his qualifications for the job is another mistake to avoid when hiring. Any person can say that they understand how to do something, but just how do you determine whether they truly can? You might wish to invite the candidate to do a job or presentation, or work in the business for a day, as then you may see yourself. Their performance and interaction with other employees will then either support what was recently mentioned by the candidate in the interview process, also it will highlight inconsistencies in their knowledge or abilities. Give this person a task to do this will be similar to what they are being hired to perform, and track closely. At this point, of course, they might not be perfect; you need to take into consideration that they will be new to particular things, like tools, procedures, working relationships within the group, and so on, but should they’ve outlined their experience in the interview and resume, then they should be able to back it up.
This will give you a much better idea of what you will receive if you decide to employ this individual, and how much instruction may be required before results can be anticipated.


Putting a couple of small preventive steps into position up-front can help small to medium-sized business owners and supervisors avoid some common misunderstandings and problems down the track. These simple to implement approaches are often overlooked, which may have flow-on effects negatively affecting companies of any size.

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