Important takeaways
- Start with the basics: Take care of the legal and administrative basics before you start hiring.
- Use online tools and go fast: Platforms like ZipRecruiter can help you connect with qualified people ASAP
- Create a repeatable process: Document what works to create a streamlined, consistent hiring system that makes future hires faster and more efficient.
If you’re a small business owner, payroll plays an important role in the success (or failure) of your business. But building a solid recruiting strategy early on doesn’t always get the attention it deserves.
The goal is to build a repeatable system that identifies and reaches the right candidates – and onboards them well – regardless of the role you’re hiring for.
Here’s how to build it, step by step.
Prepare administrative items first
First things first: If you’re joining your team for the first time, you’ll need to take care of some legal groundwork before sending out any offer letters.
I US Small Business Administration The website has a clear, high-level explanation of what to expect, including how to apply for an Employer Identification Number (EIN), register with your state’s labor department and set up a payment.
Working with a certified public accountant (CPA), small business attorney or HR consultant can make navigating these early steps much easier.
Know exactly who you want to hire
It sounds simple, but taking the time to clearly define what responsibilities and skills you are hiring for is important.
Once you’ve done that, assign a title to the role and create a job description. Be specific – casting the net too wide can attract the wrong people and slow down the process. If you get stuck, check out similar job postings for inspiration.
Use the right recruitment tools
There are a number of job sites and apps that you can use to find candidates.
Some are niche, focusing on technical or creative work, for example, while others have a wider reach.
Platforms like ZipRecruiter allow you to post jobs and search resume databases at the same time, making it easy to find and connect with qualified people.
Keep things moving
Don’t go live with a job posting until you’re ready to start retraining and interviewing candidates.
In most cases, job seekers are looking for immediate opportunities, and top talent can move on quickly if you don’t act quickly. (According to survey from ZipRecruiter68% of job seekers say they wish employers would respond quickly to their applications).
Set aside time each day to review requests and aim to respond within a week — even if it’s a quick, “no thank you, but good luck.”
Prepare your interview questions ahead of time, too avoid titles tied to legally protected characteristics such as age, disability, or race.
Make your process repeatable
Write everything down. Keep notes on what works, what doesn’t and what to change next time. Over time, this becomes a playbook that you (or future team members) can use to facilitate hiring.
Remember, the goal is to create an efficient, effective, and repeatable system. That doesn’t happen overnight, but applying now makes all future hires easier to adjust.
More from Mali:
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Hiring? Here’s What to Look for in a Resume
How to Create a Job Post to Attract Quality Candidates
