Hiring Tips for Entrepreneurs – Part 2

In a previous blog I had started a four-part series on hiring tips for entrepreneurs. All of which has been curated from various postings across the web world.Tips for small business hiring

The list was categorized into four distinct segments:

  1. Getting ready
  2. Finding the Talent
  3. Screening and interviewing
  4. On-boarding

I covered the first topic in my previous blog and will cover the topic of Finding Talent in this blog.

Finding the right talent is the not necessarily the most difficult part of the process, but can become overwhelming. Listed below are a few cues on how you can proceed with this.

5.     Fish where the fish are

Figure out where the best candidates for your business would be hanging out, whether virtually or physically. If you’re in the market for technical talent, drop by a hackathon or demo day. If you’re looking for someone in sales, a trade show would be a great place to see someone in their element and get a sense of how they deal with customers. Looking for someone with a niche passion? There’s likely a meetup for it.

As boring as they might sound, conferences can also be a great way to attract talent by letting you pitch the business in a more conversational way. “It gives you a chance to express the vision behind the company in a non-interview setting and to meet one-on-one casually,” says Ethan Song, co-founder and CEO of Frank & Oak. “We’ve started sending our team members to various conferences because it gives the company a voice and a face, and that’s much more attractive for employees.”

6.    Borrow from the Competition

Image downloaded from LinkedIn profile of Martin Yate

Image downloaded from LinkedIn profile of Martin Yate

Little companies have to do everything the big ones do only with less staff and budget. Here’s a way to even the odds: When you need to hire, scour your competition’s ads for similar positions, says career coach Martin Yate. What skills are they seeking? Andwhat are they offering in return?

Two sources he recommends: the individual Internet job boards or Indeed.com, which aggregates thousands of job sites. And if your competitor is successful, this step can also give you a good idea of where to spend your want-ad money.

7.     Recruit Your Team to Help Recruit 

No one knows your company better than your own team, so they should be on the lookout for talented, interesting people who would bring new talents and skills to the team. You can reward successful referrals with a cash bonus or with other prizes, like gift cards or perks, says Sean Cohen, Chief Operating Officer of Email Marketing company AWeber. He adds that “engaging your employees in the recruiting process is also a really cost effective way to find good candidates.”

8.     Search Social Media

Social media is a great tool in today’s world to help you in your hiring process.  There are several social media platforms on which you can find your right talent. Most widely used for business purposes is, of course, LinkedIn. Besides being able to locate talent, social media platforms also help you know more about your candidates. Besides letting you validate their resumes on LinkedIn or other web searches, informal platforms allow you a peek into their non-work life. Provided they have made their profile public.

9.    Look Beyond Skills, Measure Passion

Skills and talent are important, but you must also take into account whether candidates are passionate about going to work for you. Did they do pre-interview research to inform themselves about your organization? Are they enthusiastic during the interview? Do they illustrate their talents and passion with stories of previous experience? It’s answers to these types of questions than can help evaluate whether or not potential employees really want to work for your company, or are simply looking for any old job.

 “I would prefer to bring someone on who is slightly less talented but fits the culture perfectly than someone who is supremely talented but not a fit with our team,” says PureWow CEO Ryan Harwood, who says it’s essential to uncover how candidates communicate, how they react to difficult situations and how they navigate conflicts. “Above all, we look for integrity — high-integrity individuals make the best teammates, and with such a small office, trust and respect are musts,” says Harwood.

10.  Remember to impress the candidate

You might think it’s the candidate’s job to impress you, but recruitment is a two-way street. Odds are, your company isn’t the only one the candidate has her eye on, so you need to step it up and prove that your company is the best fit.

“We take the recruitment process seriously,” says Jason Medley, Director of Talent Acquisition of Imgur, an online image hosting company. He emphasizes respect as a key component of successful recruiting. “It’s important that candidates feel valued when they spend time with us.”

[ Mashable.com was one of the many websites referred to in curating thoughts for this blog post]
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