There’s usually no room for mistakes when operating a business, whether small or large. A small hiccup could significantly affect your business’s operations and output – from efficiency and productivity to the quality of products and services it provides. A leading cause for such mishaps comes from decisions made when hiring the right employees. According to a survey, about three in four businesses say they’ve hired the wrong person for a role. Building the right team should be one of your top priorities. This is largely due to common mistakes these entrepreneurs make during the hiring process. Here are a few to keep in mind.
1. Unclear job description
One of the first things you have to do when there’s a vacancy to fill in your business is to prepare a job description that spells out what you are looking for in a new employee and what they can expect from working with you. Although there aren’t any laws concerning job descriptions, they can be extremely useful to your business for legal and practical reasons. Most importantly, job descriptions help you find the right employee. Job descriptions also measure performance standards, especially at the end of your employee’s probation period.
A well-written job description should include the skills and qualifications needed to be eligible for the role. It should also clearly point out the tasks the selected candidate would be required to carry out. This helps applicants determine whether they would be a good fit for your business before applying.
2. Not creating and signing an employment contract
An employment contract is very important for two major reasons: it highlights the expectations of your work relationship, and it protects you, as well as your employee, should disputes arise. It’s very common for employment contracts to be informal or verbal. However, it’s always better to put the terms and conditions on paper.
A written employment contract ensures job security for your employee and guarantees labor for you and your business. This contract should include key elements such as the duration of the employment, salary, and tasks. It should also include information on actions that can result in contract termination and other company policies. It is advisable to work with consultants that provide employment law support, including drafting contracts and other employee relations matters.
3. Rushing the hiring process
Regardless of your reasons for hiring new talent, you must ensure that you do not rush the process, as that can lead to many problems. When you are desperate to hire, you will likely miss out on all the visible red flags. Instead, during interviews, ensure that you ask questions to determine whether candidates are good fits for the job and your company. You can always conduct a second round and ask other employees to help you if you’re unsure.
