Writing a Job Description and Establishing Expectations:
The C.O.O at SmithField told me the most important thing to remember when dealing with employees is setting expectations, and expectations start with a new employee the moment they read your job description. When writing your first job description its important that you leave no detail unaddressed. Every task and duty of the employees should be included as to weed-out those prospects who cannot handle, or do not want the job. Do not sugar coat your message. It should be direct and say “This is why we want to hire you.”
How to Find Employees:
Each profession has an employee market. It will save you countless hours if you can decide where the employees in your market are before you start advertising “Help Wanted” on every bulletin and newspaper. If your employees are to come straight out of college then advertise on campuses or with college career centers. If the workforce you seek is more likely to be browsing craigslist then that’s where your advertisement should be. Getting the word out that your business is hiring is as simple as that.
Responding to The First Responders and Scheduling Interviews:
When you get your first phone calls or email its important you know what you’re going to say. Be direct. Don’t leave room for any assumptions and its better for you and your prospective employee that you have the entire process mapped out in advance. Don’t ask questions like “When works for you?” Or “Could you meet us at…?” Its up to you to establish times and a place in advance and stick to them. If one of your interviewees can’t make it to you first interview session they will tell you. From there you simply move their interview to another time, which you know will work for you. You don’t want to keep track of random interview times and places if you’re as busy as I was when I hired my first employees.
Understanding the Rules and Regulations:
It is vital that you understand the legal aspect of the interview process. Failure to comply with the laws associated with interviewing could cost you your entire business. The laws and guidelines are far to numerous to cover here, but be aware that they do exsist and that you need to understand them before conducting your first interview. A basic Google search will supply all the tools you need for a legal interview
Don’t waste your time. Before you even hold a standard interview you may want to start with a simple phone interview. It should includes several fundamental, but open-ended questions for the interviewee to answer. The interveiw should when you put them on a waiting list or scheduling the first in person conversation. Once you have narrowed down your options by phone its time to take on your very first interview. If you are as nervous as I was the first time I met with a potential employee try a counter fear tactic that I’ve learned and now use everyday. Define what it is that your afraid of, take it to the extreme, and then accept it. I can promise you that once you have done that anything that goes wrong that isn’t the most extreme worst case that you came up with won’t seem so bad. You will make mistakes, but don’t let fear hold you back from growing your business.
Hire and Fire
After all of your interviews are through it comes time to make the big decision. Who will be your first employees? The ideal first employees will be lifers. They will be future managers, team leaders, and may be one day, good friends. Try to find people to work with you who are patient and understand that they will be learning all the ins and outs business right along with you. Pick people who understand your situation as a new business owner, and are willing to help in whatever way they can. As long as you communicate clearly, live up to expectations, and treat them with respect they will be loyal to you. Not every potential employee is the perfect match, but I can guarantee you won’t ever find that perfect employee until you try.
The most important piece of advise I can give is to take action. Without your action how will you business grow? You can expect to make a few mistakes along the way, but you can also trust that they’ll be worth it in the end. Don’t you want to look back one day, maybe 50 employees in future, and say “I’m so glad I took that first step.”