Recruiting Social Founder Makes Hiring Employees Easy & Effective

Chad MacRae is the founder and principal recruiter at Recruiting Social. He offers these basic tips for companies looking to hire employees.
 
 

 

chad macrae2 Recruiting Social Founder Makes Hiring Employees Easy & Effective

Chad MacRae
(Photo courtesy of Chad MacRae)

 
 

 

How do I hire my first employee?

 
Your first hire is the most important hire you can ever make. It’s a big decision, and it can be overwhelming.

The first step is to create a job description. Use postings on jobs sites like Indeed or Monster to help you piece together a realistic outline of qualifications and responsibilities. This will save you from re-inventing the wheel, and it will help keep your expectations slightly more realistic. Posting your role to Craigslist and Indeed is relatively inexpensive. Make sure you have fully set up a profile on LinkedIn. Prospective candidates will want to research you, and you want to put your best face forward. Use the social network to promote your role too. When assessing candidates, keep an open mind and make sure, because this is your first hire and you will be working together closely, that your approach to work, communication style and energy level match each other. Even though you might not have any employees yet, you still have a company culture, and you want to make sure the person you hire is a fit.

 

How can I compete for workers with bigger, more established employers?

 
While you might not have the fancy office, extensive benefits package or big-name cachet of a more established employer, startups and small businesses can still compete for talent.

  • Variety. In a small business, everybody needs to pitch in and share responsibility for a whole range of tasks. Not only is this a great learning opportunity for an eager employee, but it helps keep things interesting.
     

  • Equity. If you’re a startup looking to eventually go IPO, then offering equity in your business can be very attractive to the right talent.
     

  • Flexibility. Small business culture can often be more flexible. What if an employee needs to leave a little early to run an errand but has produced the work they need to for the day? Go for it. Would like to get involved in projects outside the scope of their role? Interested in starting a new initiative, or trying out a new approach to something? With larger employers, many of these things are just not possible, at least not without much hassle, paperwork and sign-offs.
     

 

Can’t I just do the hiring on my own? I don’t have the resources to hire a recruiter.

 
You can. It’s a question you can ask about pretty much any business function. Bottom line, when it comes to the highly-skilled, tougher-to-fill roles, I’d encourage you to find a recruiter that specializes in that area — someone who already has a network of talent they can go to for candidates. You will save yourself time and reduce the likelihood of a bad hire.
 
 

 
This article was written by Robin D. Everson of Examiner.com for CBS Small Business Pulse.
 

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