What to Expect When You’re…
Hiring.
“Help! I needed someone yesterday! I have to have a warm body in this chair ASAP!” Sound familiar? Oh, you know you’ve been there. We know you’ve been there. The whole world knows you’ve been there. How? As a business owner, it’s an inevitable scenario. Maybe your star employee blindsided you with their resignation or you’ve just been needing to add a new face to the team for a while and haven’t had time to mess with bringing them on until now that it’s a fire. Whatever the reason, we’re happy to help you navigate the oftentimes rough waters of hiring.
However, before we get started, it’s important to note that every area and situation is different and will affect your timeline and available candidates. So, before you panic because you don’t feel like you’re getting an adequate pool of candidates to pick from, check out some of the most common questions/concerns and our suggestions regarding the same.
1.) What if there’s no interest?
Let’s not jump the gun and go all doomsday just yet. Give it a week and see how many resumes we get. If we’re not receiving very many, we can post the position on your Facebook page and LinkedIn for local activity and interest. If there is still minimal movement, let’s post it on Craigslist — you’d be amazed at the number of qualified candidates seeking employment through Craigslist.
Additionally, the fact of the matter is that some geographic locations are simply harder to hire in than others. This is also true around the holidays due to travel, year-end bonuses in contention, etc. Your hiring specialist should be able to give you reasonable expectations and feedback regarding their history of hiring in your area. Please keep this in mind as you step into your hiring journey.
2.) It’s been a week and I still haven’t gotten any quality candidates!
Let’s reassess the posting and individual challenges or aspects of your opening. Do your required qualifications match the salary offered or are you asking for a 20+ year veteran on entry-level wages? Look, we get it. Really we do. However, the saying “you get what you pay for” usually holds true.
So, what’s the more pressing requirement? Do you have wiggle room in your budget to bring on a stellar employee with strong experience? If not, maybe consider whether it’s something you could hire a relatively green employee for and train them up to fit the position. This is also often a great way to really shop around for a great personality since it opens the pool up for individuals with minimal experience but an eagerness to learn.
3.) So I hear what you’re saying, but I don’t really have it in the budget and I really need someone with the experience. Am I just up a creek?
Well, not necessarily. What’s your bonus structure? If you can’t immediately offer a competitive salary and aren’t getting the bites you need, consider a bonus plan that will allow you to increase pay over time as production increases.
Alternatively, consider your benefits and areas where you could improve. Consider how you could you set yourself apart and put yourself in the running with advisories offering larger salaries and incentives. Get creative, but don’t shoot yourself in the foot. Only offer what you’re comfortable with.
Basic benefits include:
- PTO (Paid Time Off)
- Retirement Plan (SIM IRA for example)
- Paid Holidays
- Health Insurance
Perk benefits include:
- Vision, Dental, Disability and Life Insurance
- Gym Membership
- Car Lease
- Flex-time or Half Day Fridays
- Paid Cell Phone
- Maternity Leave
As with anything, your experiences and circumstances will vary throughout the process and there is no such thing as a “one size fits all” hiring plan. However, the ideal candidate is out there. Together through a creative, yet realistic approach and positive outlook, we can increase your odds of finding them exponentially.