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ASK
OUR EXPERTS...
I need to hire my first employee. Can you give me some advice as to
how to do this?
By RWM Experts
I suggest you start by creating a job description and defining exactly
what you need this new employee to do. In point form list all the direct and
associated responsibilities that will be a part of this new position.
From this list you will be able determine the level of skill and experience
your new employee will need. Make a second list detailing these required
skill-sets. Are all the tasks generally in line with what one person could
do or know at an entry level, or do you need someone with more diverse
qualifications?
Next, decide what it is you can offer to make this new position worthwhile
to apply for. Research the going wage for that type of position, forecast
what percentage you can afford for raises, bonuses, etc., and look into what
it would cost for additional training. If you find the ideal person for the
job, you have to be prepared to keep them. It costs more to re-hire and
re-train then to work with someone to create a win-win working environment.
And finally, from the two lists, create questions that you can ask the
applicants during the interview that will determine whether they are suited
for the job. Try to arrange your questions so that the applicant has to
participate further than a simple “yes” or “no” answer during the interview.
Now you are ready to get the word out. The two lists you created will help
you to choose the right wording for all your advertising. Venues such as
classifieds, on-line job banks and employment agencies are places to
approach first. If the skill-set is fairly basic, sometimes a “help wanted”
sign can do the trick. Don’t forget to let those around you know about this
position as well. Tell friends, customers and those you meet a networking
functions; you never know who know someone, who knows someone...
When the applications start to come in, make sure you spend ample time
reviewing them. Keep your original check lists at hand and only choose the
applicants that reflect mostly what you are looking for for the interview
stage. When scheduling the interviews, allow sufficient time for you and the
applicant to cover all the questions. After each interview, jot down any
impressions or key points while they are still fresh in your mind as these
notes will be a valuable reference. And finally, always check all the
references before you make your decision to call applicants back. Good luck
and happy hiring!
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