Let’s say you run a clothing store. Considering current economic volatility, you’re looking to hire team members to boost sales, form positive customer relationships, and help make your business sustainable for the long haul. How can you find suitable candidates and (more importantly) retain them as employees?
This guide will explain the steps you can take to source effective, well-positioned candidates and give new hires a positive experience with your business that encourages them to stay.
1. Define your needs and expectations.
When hiring for open positions, be clear about what you’re looking for from the start. Clarify with your team what roles you need to fill and what qualifications your ideal candidates will have. For instance, the clothing store described above may seek two sales associates with at least two years of experience working in retail.
Once you’ve determined the roles you need to fill, create clear job descriptions that help prospective hires understand whether they would be a good fit. For example, a job description for a cheer instructor might look something like this:
We’re looking for a cheer instructor to teach basic cheer skills, choreograph competitive routines, and lead cheer practices. This instructor would work with recreational and competitive athletes aged 3-18 and should have the following qualifications:
- Background in competitive cheerleading, whether high school, college, or all-star cheer
- Ability to demonstrate stunt and tumbling skills
- Strong leadership and communication skills
- Music editing experience
- CPR and First Aid Certification
- Experience and enthusiasm for working with children to help them grow
This job description outlines what the role entails, who the prospect would work with, and various qualities and qualifications they should possess in a concise, easy-to-understand format. Share your finalized postings on job boards and networking sites to spread the word about your openings.
2. Look beyond experience.
While you’ll want to hire candidates who are qualified for the role, that qualification may involve more than just years of experience, especially for small businesses where employees often take on many different responsibilities at once. Weigh other factors like transferable skills, attitude, and learning potential to find candidates who could grow into their roles at your business.
As Studio Pro explains, staff members should not only have the skills needed to execute their roles effectively but also be “responsible, customer-service-oriented, and friendly individuals” who represent your business well.
Assess how applicants would respond to different scenarios they may encounter as an employee at your business. For example, a theatre program hiring a new teacher may ask how they would handle excessive student absences, or an accounting firm hiring a new bookkeeper may ask what type of system they would use to organize financial records.
Additionally, determine each prospective hire’s cultural fit with your organization. Ensuring new hires mesh well with current employees and share your business's values is equally important as evaluating their qualifications.
For example, your business may be active in the community, forming corporate partnerships with local nonprofits and offering support. Since community service is integral to your company’s values, you may ask applicants if they have any causes they care about and how they positively impact the community. You may also introduce prospective hires to current employees during the interview process so both parties can assess cultural fit.
3. Offer competitive compensation.
Whether you’re hiring for a restaurant, consulting firm, gym, or anything in between, candidates will want to know how much you’re offering to pay and if that amount aligns with their expectations. Research industry standards for compensation in your local area. Websites like Indeed and PayScale can help you find industry benchmarks and determine fair compensation for your hiring roles.
If your small business can’t provide the monetary compensation you’d like to, you can supplement your compensation packages with other perks and opportunities. Emphasize non-monetary benefits like flexible work hours, remote work options, and wellness programs that contribute to a better working experience for your employees.
4. Create a positive work environment.
Once new employees enter your workplace, keep them around by creating a positive environment that makes them feel welcome and excited to come to work. Develop an enriching experience by:
- Fostering open communication. Set a foundation of honest communication between team members so new hires feel informed and comfortable asking questions or expressing their opinions. Schedule regular team meetings, individual check-ins, and surveys so they have recurring opportunities to give feedback.
- Recognizing achievements. Showing employees you recognize and appreciate their hard work can go a long way in boosting morale. Some businesses offer informal praise in person, send recognition emails or eCards, or present employee awards.
- Supporting work-life balance. Ensure employees know that their health and well-being are priorities. Give generous time-off policies, and for businesses with shifts or classes, arrange a system for employees to swap time slots so they can cover for each other in case of an emergency or pre-planned conflict.
- Offering corporate social responsibility (CSR) opportunities. Did you know that 82% of companies report that their employees want to volunteer? Create a robust CSR program that allows you to work with team members to give back to the community. Your program may support efforts like matching gifts, volunteer grants, team volunteer events, and payroll giving.
During your employee check-ins, gauge team members’ satisfaction with your working environment and allow them to make suggestions for improvement. For example, an employee may express that they enjoy participating in your CSR program but wish they could receive a sponsorship for the 5K they run each year to support their favorite cause.
5. Invest in employee growth.
Employees don’t just want to work at your business and perform their daily tasks. They want to learn and grow so they can improve in their roles and advance their overall career paths.
Invest in employee growth by offering the following:
- Ongoing training and learning opportunities. Support team members who want to expand their knowledge by learning new skills, obtaining new certifications, or attending industry events. For example, a martial arts studio may take instructors to the ProMAC International Martial Arts Conference, or a marketing agency may encourage team members to obtain the HubSpot Inbound Marketing Certification through their free course.
- Mentorship program. Pair new and experienced employees so new hires have a go-to person to ask questions and bounce ideas off. You may structure this program so mentorship pairs meet at regular intervals, or allow them to decide how and when they’ll collaborate.
- Cross-training. Cross-training involves teaching employees about different areas of your business so they can diversify their skill sets. For example, retail businesses may cross-train cashiers to stock shelves, organize product displays, and manage inventory. Additionally, a healthcare clinic may cross-train medical assistants to handle administrative duties like managing patient intake forms, checking in patients, and scheduling appointments.
While providing employee growth and learning opportunities helps team members gain valuable skills, it also strengthens your business by producing more well-rounded, knowledgeable, and skillful employees.
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At a small business, your team is its own ecosystem and community. By carefully selecting employees and developing a positive, enriching workplace environment for them, you can assemble a strong team that works well together, helps you accomplish your goals, and sticks around long-term.
