Hiring Conundrums
In August, we often do Mid-Year Reviews in our Circles where we share accomplishments, numbers, lessons learned and what we are focusing on for the rest of the year. One of the themes I have been hearing is growth - many businesses are doing quite well despite the craziness of the first 6 months of 2022.
This is leading to a big discussion around hiring. From those who are wondering if it is time to hire their first contractor or employee to those wondering if it is time to add to their current team. And even for those who are wondering if they should be that next hire and look for a new position.
So - if you are thinking about hiring or getting ready to look for a position. Here are some things to think about.
What is the Work?
First and foremost - get clear about what the work is that you are hiring for OR the work that you want to do if you are searching. As you can see from research done by Effectory - employees with high role clarity are more effective, productive, satisfied with leadership and intends to stay.
Clear role definition also leads to a better hiring experience because it leads to stronger candidates, starts the onboarding process off on the right fit and lead to a solid training experience. Overall it probably leads to an organization that runs more effectively because everyone understand their role and how it interacts with others.
Who Can Do the Work?
There are many types of “hires” out there; Employees, Independent Contractors, Temporary Workers and Interns. Determining “who” you need to hire depends. Here are a few to think about:
The type of work to be done (see above question)
Based on what the work is, are there specific skills, certifications, etc. needed?
Your budget
Are you looking at a traditional growth path or scaling?
With the “gig economy” expanding 3X faster than the total U.S. workforce - contractors could be a great answer as you grow. Just be aware of the ensuring you treat contractors as contractors to avoid any issues with penalties, back taxes, etc. if you are ever audited.
EVENT NOTE: There was a recent article from INC titled: New Rule Could Make It Harder for Small Businesses to Hire Contractors. We’ll be discussing it with an expert panel during our Hiring Contractors Q&A session on August 16th.
Many of the same questions apply to the job searcher as well - Do you want an employee or contractor type role? What do you need to meet your budget? Do you have the kills, certifications, etc. needed?
How Do You Find That Person?
So - now that you have clearly defined the work to be done and who you want to do it - you have to find them. While there are many wonderful people out there who can help you find the right employee or even contractor, we do have a few suggestions for you.
Know your ideal candidate
Treat your ideal candidate like you would an ideal customer. In The BWC we do an exercise that is much like identifying your ideal customer. Why?
It helps you think about what you offer as a potential employer or partner. Will you offer things like working virtually, flexible hours, a great culture…?
Additionally it also helps you think about where you will find these candidates - LinkedIn? Indeed? Your industry association? Tik Tok? (yes, Tik Tok).
Call out your differentiators
Think about what you can offer. It is no longer enough to grab a templated job description from Google and post it. Think about who you identified as your ideal candidate and what they are looking for.
Just like your business - consider your “differentiators”. What opportunities can you offer? What do you offer that others do not? How can you share the impact and value that the person in your position will have in your organization?
Be transparent about what you are offering
Be sure to research what is being offered out in the market, determine what you are offering and then share that. What are the wages? What are you providing for time off? Benefits?
While for some industries posting this information is new, posting is an important tool in creating a strong candidate pool because candidates will self-select. Those who can work with what you offer will be more motivated to apply. Additionally - it helps with pay negotiation because you have stated what can be offered.
Write a great ad
Keeping with the mindset of treating hiring like you would treat business development - think about what your ad looks like and who it speaks to. Focus on making a good first impression, having search friendly content and making it “eye-catching” if you can.
Some research out there says that you have 17 to 59 milliseconds to make a first impression when it comes to your ads or website…
Again - job searchers - flip these things around. Know your ideal work and workplace,. What are the key “differentiators'“ should an organization have for you to work there? How transparent are they? (This might also be an indicator for what their culture is like.) And - did they take the time to layout a well communicated and attractive job posting?
For those building a team (employees, contractors, interns…), adopting a mindset similar to that of finding your ideal customers can be a winning strategy.
For those wanting to be part of a team, taking the time to create your “ideal” position and workplace is also a winning strategy for you.
As Anne M. Mulcahy says:
