A step-by-step guide to small business hiring
Everything you need to know about the hiring process —from posting your job to onboarding someone who helps your company thrive
Make a small business hiring plan.
Calculate how many employees your small business needs. Your team can be leaner if you discover talented applicants with multiple skill sets.
Set your budget. Small businesses spend an average of $1,600 a year on hiring, so look for pricing options that make you pay only when someone clicks through. Save some money by posting jobs for free.
Post your job in a way that attracts candidates.
Make it short and clear.
Use industry-standard or recognizable job titles, and avoid gimmicky ones like “social media guru.” List a maximum of six job responsibilities, without ones like “Must be able to meet deadlines.”
Use screening questions.
Save time by filtering out candidates who don’t meet basic requirements. Add a minimum of two to three questions and, if possible, make them required.
It’s OK to edit and optimize your post repeatedly if you’re not getting the applicants you expected.
Share that you’re hiring with your network.
Add the job post to your LinkedIn profile. If you use LinkedIn to post jobs, you can attach open roles to the top of your profile. LinkedIn will then automatically generate a post that you can share.
Use the #Hiring hashtag. Share posts about your open roles using this popular hashtag to increase visibility at no additional cost to you.
Add the #Hiring frame to your profile photo. This distinct watermark immediately lets LinkedIn connections know that you have opportunities for them to explore.
Compile your short list.
Rank and rate your applicants. Your job board should rank applicants based on their answers to screening questions, so you receive the most qualified candidates first in your list.
You can invite your favorite candidates to submit video intros about themselves and their experiences, giving you greater insight into their skills and character — as well as cutting down the number of phone screens you have to deal with.
Choose the best candidate.
Get feedback from your team quickly. The faster you collect their candidate feedback, the faster you can make a hiring decision together.
Close the job post to let your networks know you filled your role. Hang on to your closed-post data — it could be useful for future reference.
Save time by using a solution that automatically replies to candidates who don’t advance to the next round of hiring.
Welcome your new hire.
Before day one, make sure payroll is set up and all paperwork is in order. Send the new hire materials to prepare them for the first day, and make yourself available before the start date to answer the new hire’s questions.
On the new hire’s first day, send them a welcome card signed by the team. Assign someone to be the new hire’s onboarding teammate and show them the ropes. Finally, go over job responsibilities and schedule a weekly check-in meeting.
Hiring is about the journey, not just the job.
Now that you know what the hiring experience looks like, you can start sharing your company’s opportunities with passionate candidates who want to develop themselves while achieving your business goals. With the right process in place, your team can make great hires that rapidly accelerate your company.