Small Business Hiring Guide

Our goal here at G.E. Payroll is to help your small business run smoothly. For your company, it is vital to have a flawless hiring process. To help make this a reality, we put together this handy hiring guide for small businesses.

Figuring Out Who to Hire

Before you get too deep into the hiring process, you will have to determine who it is that you’re trying to hire. You have to set your hiring requirements early.

First, you will want to determine the type of worker you want. You should determine whether this worker will be a:

  • Full-Time Worker: Eligible for company benefits and generally works around 40 hours a week, though there is no strict rule on this. When hiring a full-time worker, you will have to take into account benefits.
  • Part-Time Worker: A very effective option for small-businesses, as many businesses don’t have to pay benefits to part-time employees, which are workers that typically handle less than 35 hours a week. Take a look to see if the Affordable Care Act or your state laws require you to provide benefits to any part-time position that you are looking to fill.
  • Temporary Worker: A common way to get a short-term employee is to contract through a staffing firm. These workers do not get benefits. You will have to speak with the staffing firm to determine the details of the contract.
  • Seasonal: Depending on your company, you may need to hire people to work just during busy seasons.
  • Independent Contractors: If you are looking for someone to do a specialized job, contractors are a great choice. However, paying them is complex. You’ll have to figure this out before you hire them, so be sure to check out our Guide on Paying Contractors to understand the process.

You will also want to determine the details of the job. This includes whether the job will be in-person, remote, or a mix, what the responsibilities of the job will be, and what the requirements of the job will be. When deciding on requirements, be sure to note what is something that is needed by the prospective employee and what is good-to-have for the prospective employee.

Once you have this information set, you can pair it with a job title and location, and create a job description. This is vital to have in place for the next step.

Advertise to Get Qualified Candidates

 

The internet has made it easier than ever to get your job out there! The drawback; the internet made it easier for all of your competitors as well. You have to put up good job postings on every job board that catch the eye, and provide all of the information that potential applicants may need.

This can seem difficult, but it doesn’t have to be with G.E. Payroll. Our Applicant Tracking with our Hire OnDemand allows us to help you make posting jobs and managing applicants easy. Our easy-to-use software is matched with our personalized service.

On top of online job postings, you can look toward a few other options. These include:

  • Newspapers
  • Trade Journals
  • Staffing Firms
  • Career Fairs

These options are typically slower, but can result in finding great workers. We suggest utilizing a mix of avenues to find your new employees.

The Interview Process

Once you’ve found applicants that you’re ready to speak with, it’s time to start the interview process. Start by deciding what style of interview suits you best:

  • Phone Interview
  • Video Interview
  • In-Person Interview

Typically, most employers will create a mix of these options for different parts of the interview process. For example, using a phone interview for a screening and an in-person interview for a more in-depth discussion is a common version of the interview process.

Next, you’ll want to consider the interview questions you will ask. Our suggestion is to use questions about how candidates have overcome past challenges. This will inform you on how they handle adversity and how composed they are in the workspace.

Keep in mind that you must, according to many local, state, and federal laws, avoid asking questions that puts an interviewee in a position where they feel like they must reveal their protected status such as race, religion, disability, etc.

Remember; Title VII of the Civil Rights Act and the American Disabilities Act require that you, as an employer, keep all resumes and employee applications for at least a year. Keep in mind that your state may have additional record keeping regulations.

Onboarding

There are two aspects of onboarding. One is gathering information and the other is incorporating your new hire into your workspace.

For the latter, it’s all about planning. Having a set-in-stone process is key to getting new hires settled quickly. Have an in-depth employee manual, assign someone to guide them as they get settled, and plan tasks for them ahead of time.

As for gathering information, there is a lot to take in. Part of this will be taxes, which you will have to have them fill out a W-4 or other tax documents. Then, you will have a big list of information to gather and keep on file for an employee. These include:

  • Name
  • Date of Birth
  • Exact Occupation
  • Workweek Days
  • Regular Pay Rate
  • Emergency Contact
  • Union Agreements
  • Benefit Plan Documents

With G.E. Payroll, this process is made easy. Our software gets rid of manual processing, allowing for efficient gathering of data. You can even get new hires to enter information before they even step foot in the office.

The Importance of a Good Hiring Process

It’s important to remember the value that onboarding has for a small business. Poor onboarding can be incredibly costly. That cost is literal; a survey from CareerBuilder found that the average cost of a bad hire is $17,000. Meanwhile, a report by Clickboarding turned up that 20% of turnover happens in the first 45 days of employment.

While that is a scary statistic for businesses that can’t afford mistakes, there is a positive light to this. If you have good onboarding, you will have good hiring results. That same report from Clickboarding found that:

  • If they have experienced great onboarding, 69% of employees are more likely to stay with a company for at least 3 years.
  • Companies with a standardized onboarding process have a 50% greater employee retention.
  • Employees who experience structured onboarding are 58% more likely to stay more than 3 years.

The hiring process is key to a smooth business. Things such as turnover, too long of a hiring process, and poor onboarding can have tremendously poor effects on a company. With this guide, you can avoid the trouble, keep your ship running smoothly, and watch your company grow.

To make the hiring process truly simple, look no further than G.E. Payroll Services. We offer our software with the latest tech along with our professional services so that you don’t have to lose another night of sleep over payroll, time & attendance, and human resources. To try it out, request your free demo today!

Why GE Payroll Services

  • Helping clients since 1993
  • Family-owned and operated
  • Dedicated quick-response team
  • 10-day onboarding turnaround
  • Small business that helps small businesses
  • Updated with the latest cloud-based tech

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