New Business Owner? Avoid 3 Hiring Mistakes That Can Doom Your Startup
Recruiting professionals understand how critical it is to avoid hiring mistakes. Especially right after launching your business.
Assembling a capable team can mean the difference between success and failure. Your new hires create critical foundational processes. You need employees with the skills, experience, and ideas to execute your vision. Your startup team will mentor future employees. They shape your company culture—for good or ill.
Clearly, you’ve got to avoid mistakes beginning with the first hire. Unfortunately, new business owners are tripped up again and again by common hiring pitfalls.
If you are a new business owner, follow our expertise to avoid these mistakes.
Mistake #1: Not Having A Structured Hiring Process
We get it. It may seem unnecessary to create a process at first. You only need to fill a couple of positions, right? You’re busy getting your company going. Who has time to outline a recruitment process?
You hope your business grows rapidly. If you are fortunate and that happens, you aren’t going to have any more time down the road.
A lack of process becomes the de facto norm. It contributes to a haphazard, disorganized company culture. Most importantly, it won’t be effective in finding the employees you need.
Model a process after established companies 50 times your size. That’s what you’re aiming for, right? Begin with the end in mind.
The Solution: ApplicantStack
ApplicantStack applicant tracking system (ATS) helps entrepreneurs avoid newbie hiring mistakes. It is designed for both recruiting professionals and new business owners. It doesn’t matter if you’ve never used hiring software before. In fact, it doesn’t matter if you’ve never used any type of business software before. The tools and interface are straightforward and intuitive. And we provide excellent support.
How To Hire Your Next Employee
Our How To Hire Your Next Employee Series shows you how to set up a hiring process. Then we walk you through each step. Our series explains the ‘whys’ and the ‘hows’ of recruiting.
- How to Create a Job Description
- Prescreening Preparation
- Post Job to Job Boards
- Candidate Screening
- Scheduling Interviews
- Collecting Team Feedback
- Making Your Selection
- Extending The Job Offer
- Hiring Your Next Employee
It’s critical to start out with the best business software. When it comes to applicant tracking systems, you can’t do better than ApplicantStack. It will help you incorporate recruiting best practices from your first hire. It will grow with your workforce—from one employee to hundreds.
ApplicantStack is affordable and fits any budget. Investing in the top ATS is the smartest thing you can do when launching your company.
Mistake #2 Hiring Bias
Our brains are wired to seek people like ourselves. Though we don’t realize it, our brains are saving time—they don’t have to process as much information.
When we meet a job candidate we identify with—background, ethnicity, age group, personality traits, values—we feel at ease. We subconsciously assume there are more commonalities as well.
Legal issues aside, if you don’t actively combat this phenomenon, you can make many bad hires.
Have you ever noticed that successful partnerships are often comprised of two extremely different people? For example, one might be a persuasive salesperson and face of the company. The other might be a behind-the-scenes tactical thinker.
You don’t need a team of people who are exactly like you. In fact, you need people who have strengths you don’t possess. Maybe organization isn’t your strong suit. If you are looking for an administrative assistant or office manager, organization skills are critical.
The Solution: ApplicantStack Hiring Guidance
Our knowledge base is full of valuable guidance. Review our blog posts on hiring bias. The first step in mitigating bias is to understand it. Then you can use tools in ApplicantStack for the specific purpose of preventing bias. These include structured interview scripts and hiding EEOC data in questionnaires.
Mistake #3: Weak Job Descriptions
It’s common to focus on the skills and experience you’re looking for in a job candidate. This is important. But you can’t ignore the other part of the description: outlining exactly what the position entails. This is just as critical.
New employers don’t always understand job roles. Or they gloss over the negatives in the hopes of attracting more applicants. This is counterproductive. If the candidate doesn’t understand the nature of the position, they are more likely to quit when they realize the job wasn’t what they expected. You might think your awesome team will make up for any initial misconceptions. Don’t count on it.
Some entrepreneurs need to fill positions that haven’t yet been defined. Or they need someone to pitch in wherever they are needed. Be upfront about this. You want to target candidates who value this type of unpredictable, highly varied work. Some people are excited about shaping a new position. Look for applicants who have helped build companies from the ground up.
The Solution: How To Hire Your Next Employee Series: Job Descriptions
You aren’t the first new business owner to write a job description. Best practices are well-established and universally accepted. They have proven their worth. Our post on how to create a job description contains a step-by-step guide.
Take as much time as you need to write detailed, exhaustive job descriptions. It may take several paragraphs and many drafts to get it right. If you need to modify it, that’s easy. Your job description template is stored in ApplicantStack. You won’t have to start from scratch.
ApplicantStack Will Help You Recruit An Outstanding Team
Our recruiting expertise and smartly-designed hiring software is your formula for success. On behalf of the recruiting professionals at ApplicantStack, we wish you success with your new company.
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