Hiring Checklist for Small Businesses

MGR Accounting Recruiters in
on Jun 13, 2015. Posted inBlogging In Balance

Hiring the right person is important to any size organization, but when you have a small MGR Accounting Recruiters - checkboxbusiness it is critical.  Since each individual in a small business fills an important and often unique role, it’s vital to get the right person the first time.  These tips can help you increase your chances of a good hire:

Cast a wide net.  Although you may only need to hire one person, you will feel more comfortable with the decision if you have considered a few strong candidates prior to making your selection.  Publicizing your need in many different media streams helps you to have a better selection of candidates.  Restricting your efforts to just a classified advertisement means that you only get access to candidates that happen to see the ad during the listing period.

Background checks.  Although you can certainly decide what level of tolerance you have for specific items on a criminal background check, it is generally better to have the information and be able to make an informed decision rather than just hope nothing you would be concerned about has occurred.  Background checks are inexpensive and well worth the investment.

References.  References are an interesting portion of the hiring process.  It’s rare that you will get a bad reference if it is a name that was given to you by the candidate, but it can occur.  Also, although people may be hesitant to give a reference on a previous employee due to a strict company policy, it is rare that a prior employer won’t at least confirm that the person did a good job for them overall if that was the case.  For even more assurance, consider checking references with people they would have worked with but that weren’t listed by the applicant.  If you do though, make sure you are not jeopardizing their current employment situation.

Screening for technical proficiency.  It’s important to have an objective way to measure the individual’s technical ability for the job.  If you yourself are not a professional in that specific technical area, this may be difficult.  Consider utilizing an outside consultant with expertise in that area, or possibly testing if it is available for the specific skills in question.

Understanding of expectations.  Hiring someone with high potential is wonderful, but it is wasted if they are not aware of your exact expectations.  Investing time to communicate exactly what success on the job looks like to your new employee is a wise investment.

Checkpoints / milestones.  “Micro-management” has become a pet peeve of many workers in today’s workplace.  However, lack of feedback has its drawbacks as well.  Make sure you have mutually agreed upon times where the results will be reviewed and future plans will be made.  This ensures that both the employee and employer continue to progress towards their goals.

I wish you the best in all your searches.

Mark Goldman CPA