 How to choose your first employeeQ: Any advice for a small business woman who will be hiring her first employee soon? It’s exciting, but I don’t want to make a mistake. — Sue A: You are right to be taking this decision seriously. Bringing in any new employee for the typical small business (usually 10 employees or less) is a big deal, but your first hire may be the most important. You’ll be doubling the size of your business and handing off important responsibilities for the first time. You’ll be having someone else represent you and your business to your customers and the world. Not a small thing indeed! On top of all that, if your employee is working with you daily, it is likely that you will also be sharing space. All in all, a first employee is going to change the dynamic of what you do every day in ways large and small—expected and unforeseen. You will want to begin the process by giving special consideration to what type of person you would like to work with:
You’ll want a person to complement your talents. Entrepreneurs like to think that they know almost everything, but they don’t. Hiring staff is one way to round-out your skill set. Beyond considering these emotional and psychological issues, there are several other steps to take when making your first hire: Planning: What exactly will this new person do? You may already know. The challenge is deciding which responsibilities to keep for yourself and which to assign. Make a list of the new person’s key duties and decide what skills are necessary to carry out those duties. How much will this person earn, will he or she get any additional benefits, and what will their hours be? The Web site Salary.com will give you an idea what other people earn at various jobs. Be sure to consider offering intangible benefits that don’t cost you anything, such as flexible hours or even telecommuting. This analysis should result in a detailed job description to persuade the right people to apply and help you screen qualified applicants. Recruiting: There are many ways to get the word out about the available position: Classified newspaper ads, “help wanted” signs, job fairs, college career centers, employment agencies and executive search firms. Your best bet these days may be a listing at employment or classified sites like Monster.com or Craig’s List. A solid job description listing should result in a qualified pool of applicants. Call the best of them for interviews. Remember that you cannot discriminate against anyone, including job applicants, based on race, religion, ethnicity, national origin, age, sex, political affiliation, disability or because they are a veteran. It is often said that a small business owner’s most important asset is his or her employees. If you want that to describe you, then be on the lookout for that special person offering something special. Interviews: Interviewing should not be difficult if you really know what it is the person will be expected to do and what it is you are looking for. Spend some time getting a feel for each interviewee, their personality and smarts, and how well you seem to mesh, or not. A wise interviewer will have stock questions ready in advance. Ask the unexpected question. Ask open-ended questions. Ask challenging questions. Research: Once you find a candidate or two that you like, do your due diligence. Call up their old employer and check them out. Call references. Offers: When you are ready to make an offer, be sure to do so in writing. That way everyone will be clear about what exactly is being offered. Hiring a first employee is exciting, and when done right will take your business in a whole new direction. How did Steve answer other questions? Read his previous columns Steve Strauss is one of the country's leading small business experts, a columnist for USATODAY.com, and the author of the "Small Business Bible." If you would like to have Steve speak to your group, or to sign up for his free e-newsletter Small Business Success Secrets!, visit his Web site. Have a question for Steve? Send him an e-mail. |
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