Is your startup ready to hire? Follow these tips to help you make the right choice.
When your startup is ready to hire an employee, there's a lot of pressure to choose the right person. If your only employee until now has been yourself, hiring just one additional person means doubling the size of your team and completely changing your work environment. Even if you already have a couple of staff members, smaller companies really feel the impact of a new hire, for better or for worse.
Whether you're looking to bring in a full-time employee or just want to hire a part-time freelancer or contract worker to help get you get things done, there's a lot to consider when inviting someone to be a part of your startup's team. Entrepreneur Susie Wang started her first business, a natural cosmetics company called 100% Pure, in 2005, and in September 2013, she launched Incville, a cloud-based communication and project management platform. As her companies grew, Wang had to expand her team and learned some valuable lessons during the hiring processes. She shared these five tips for fellow small business owners who are looking to hire: [6 Steps to Smart Hiring Decisions]
Review social media channels. When doing a background check on a potential candidate, always search the interviewees' social media sites, such as Instagram, Facebook, Twitter, etc. How they behave on social media is a good indication of what kind of person they are and how they might fit into your company's culture.
Get a sense of their personality. Since you may not have a lot of people working at your startup, it's essential that the person that you hire fits in with your company culture. Make sure to ask a lot of interpersonal questions during the interview to gauge his or her personality.
Check your ego at the door. The candidates with the biggest egos are often the type of employees who do not fit in the company culture and have issues with co-workers. It's important to always fish for how humble they are.
Call more than the references given. Instead of just calling the references that the applicant provides, you may want to consider doing your own digging and calling their previous employer directly if they are not working there anymore. Ask to connect with their direct managers instead of relying on the references that they submitted.
Not all hires are a good fit: Nobody's perfect. If you do make a bad hire, it's better to cut bait and end the employment as soon as possible before investing too much time trying to fix the problems. As a small business owner, you have enough on your plate, so you don't want to add a challenging employee to your list of tasks.
Originally published on BusinessNewsDaily.