New clients are coming in, new contracts are being signed, and you realize that what you have been working towards is finally happening: you’ve built a successful business!
But with every growth, there can be some pain. Sometimes the people that were there at the launch of the company have moved on to different opportunities that more align with their skills, sometimes people have to shift position within the company for various reasons, and sometimes you just have too much work and need more hands-on deck. Whatever the cause may be, we recognize that hiring on new people can be a challenge, albeit an exciting one.
Expanding a workforce can be a daunting task, especially for a smaller company where many of the employees wear several hats each day. What position do you need to hire for? What roles are missing? What current employees can do more of one thing and less of another?
We have put together some ways to go about the interviewing and hiring process to make sure you are finding not only the most qualified professional candidates but also candidates that align with your organization's culture and values.
1. If filling an established position, make sure to advertise what the role entails honestly. Every job has exciting and mundane parts to it, make sure that both are clearly presented to all applicants to avoid an issue in the future.
2. If creating a new position, make sure to find out what your exact needs are. Do not hire someone to be doing the same role that a current employee does. That is wasted power and can cause conflict. Also, someone that has experience in the position you are creating can bring outside knowledge as you figure out how to make the role work.
3. Look for someone different than you. Someone new to the team should always be bringing something that the team is lacking. To do this is can require both looking at the personalities on the current team to see what is missing and desired.
4. Find someone that is equally ambitious and interested. Find someone that comes in wanting to learn and is able to recognize what they do not already know. Find someone that wants to bring knowledge into the company.
5. Know your company culture before inviting someone to join it. What do you value? What do your customers appreciate? What do your other employees’ value?
However, you go about interviewing and hiring, remember that it is a journey towards building your company. Check their references, look at their pasts, ask them to explain any questions you might have, and talk to them about the future you both want.