Hiring new people to work for you is always a slightly tricky process, and if you’re a small business owner, it can be quite a monumental undertaking, as a whole.
No employer wants to go through all the trouble of hiring a new team member, only to find that that team member is incompatible with the office culture, doesn’t do what you want them to, or is otherwise a poor fit for the business.
For obvious reasons, it’s important to do whatever you can to avoid drama with new hires.
Here are a few suggestions that might help you to avoid such drama.
Use the right tools and procedures for the hiring process
There are all sorts of tools out there that have been designed specifically to help with the hiring process, in addition to assorted procedures and techniques that have been tried and tested in a variety of businesses and industries.
If you feel that you may make some mistakes in the hiring process if you attempt to do it all solo, choosing the best onboarding software to help to streamline the entire process can work wonders.
Onboarding software helps to avoid a lot of the human error and complication that can arise in the process of trying to bring new team members on board, and can ensure that, once you’ve made the decision to hire someone, they are integrated into the team quickly and efficiently, with minimal irritation to either them, or yourself.
Be clear up front in terms of what it is you expect from them
A lot of people find occasion to grumble because their employers expect them to attend to duties that are not specified in their contracts, and that were not agreed upon during the hiring process.
Of course, from time to time, it’s likely that the situation in your business will be complicated by deadlines, unexpected issues that need to be dealt with, and so on.
Still, doing whatever you can to be clear and upfront in terms of what it is you expect from your future employees, is a great way of building trust, and ensuring that neither your, nor their expectations are violated. Don’t promise a certain type of working arrangement, and then deliver something completely different.
Try to hire people with compatible personalities to your own, not just good credentials
The credentials of the people you hire are, of course, going to be of paramount importance. It’s also important, however, to consider how compatible their personalities appear to be with your own, and with the office culture in general.
It might be that you have found a very highly qualified prospect, but have reason to believe that they wouldn’t fit in, and would contribute to a negative office environment that you would much prefer to avoid.
It’s not always easy to determine exactly what the personality of a prospective employee is, during the interview process. Still, you can try and include questions in the interview that help to uncover some information in this domain.