Your First Hire

If one of your first steps in the New Year is a new hire, you need to prepare yourself for the changes that new person will engender. It’s great to have more work than you can do on your own and to know you can pay someone else for that help, but the act of bringing on even a single employee will affect your company in ways you may not have even considered.

Your search will, naturally, start with the job description. It’s built around the tasks you need done, but, says David Wright, Vice President and General Manger of Monster.com’s Monster Markets, don’t let yourself get trapped by the description. “Right now, there are more jobs than actual job seekers out there, so if you’re looking for a top employee, don’t focus solely on the job description. Keep in mind the key tasks, but be open to what the person can do. Many people will hire the first person they interview, but you need to consider the person’s mindset. You want someone with a real desire to succeed, who won’t worry about working 9 to 5 and who brings a true work ethic to your table.”

Hiring that first interviewee is just one of the employment pitfalls, especially the first time out. Elizaveta K. Levina, a staffing specialist at career and business development publication The Well, outlines some common “first hire” mistakes:

• Not having a real hiring policy — Before you ever interview a candidate, develop a written policy around pay, benefits, sick time, promotion track and related issues.
  
  
• Going it alone — Recruiting can be difficult. It’s a science that requires an understanding of psychology, law, management and more. Learn what you need to before you start the process or hire a job search firm.
  
  
• Seeking a clone — Don’t look for your twin. A good team includes a variety of personalities and capabilities. The reason you’re hiring in the first place is to have someone do the tasks you can’t. If you need to, have a trusted advisor work with you to review your candidates to make sure you’re not being overly biased.
  
  
• Hiring based on the resume alone — A resume doesn’t necessarily mean you have all the facts. Read references carefully and follow up by phone.
  
  
• Not trusting your gut — You might find that, on the surface, one candidate is closer to the job description than another, but you feel the other candidate meshes better with you and the culture you want. In that case, it’s about what suits you and your company, especially if both prospects have similar capabilities. Also, remember that the new hire must be happy. If someone meets your needs, but you can tell that they won’t be happy working in your environment or working where the promotion track won’t be speedy, it may not work.
  
  
• Moving too fast — Don’t hire out of desperation. The process takes time. Don’t be afraid to work through the number of prospects you need until you’ve found the right person.
  
  Wright adds that you need to be aware of all the U.S. Equal Employment Opportunity Commission (EEOC) laws —- covering discrimination and related issues -— before you hire, as they apply to all employers, regardless of your size (to learn more, check out the EEOC’s website).
  
  Finally, Wright says, “Don’t underestimate the lure of a small business to someone with a lot of experience. Many people from larger corporate atmospheres might want the change a small business offers, including better lifestyles for themselves and families and less travel. So don’t sell yourself or your business short.”

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