Hiring practices are often a touchy subject with small-business owners. Some business owners don't spend very much time thinking about hiring, and really focus on it only when they have a job opening that needs to be filled. Others are constantly thinking about their next hire but don't have the systems in place to ensure they are making the right decisions. I work with thousands of business owners every year, and we spend a lot of our time talking about and teaching others how to find, hire, and retain good talent, because it's not an innate skill for many. But the fact is that a well-rounded team could be the difference between meeting your business goals and falling short, so it's imperative that we all start to learn the ins and outs of hiring systems.
Finding the Right Hire
The first part of your hiring system is how you recruit and vet your talent pool. Before you jump into planning a good system, the first step is to review what you have done or are currently doing to find and hire new talent. Has it been successful? Where have you fallen short? Are you able to onboard team members quickly, or do you struggle to give them the information in a well-organized manner? Is your team able to find and hire employees without your help, or do you often get pulled into the middle of interviews and candidate selections? Once you have a good idea of what's working and what's not, put pen to paper and sketch out how you would like the hiring process to go. You are not going to be perfect on the first try. But after every hire, review the process, and adjust as needed.
Depending on your depth of knowledge here, it is perfectly acceptable to seek outside help to get your systems up and running. A recruiter, for example, can help with a lot of these items, and help you figure out the best way to recruit and hire for your team. After a few hires, you should have the experience to try it on your own.
Keeping Your New Hire Onboard
The second system that you want to look at has to do with training and reviewing your team members. You want to look at a few key areas like: How well does your company do at reviewing your staff and giving them meaningful feedback? Is this personality driven or systematically designed? How well do you do at developing talent and enhancing your team's skills? Does your team have a clear map to follow to have a full and productive career with your company, or do they just do a job and fill a box? Depending on your answers, you should have a good starting point on your onboarding and review systems.
This is also an area that I like to work with my key team members to develop. Ideally, they will be the ones who do the hiring, and you will be free to do other higher level tasks. So, their feedback on how reviews and training go within your company will help you build and develop systems for team members in the future.
Again, you won't be perfect right off the bat. But with time and deliberate attention your business can get better and better at their hiring, training and reviewing systems.