Help Wanted?

As a small business owner, there comes a time when you must hire (maybe for the first time) or replace an employee.  You may have already done a less than desirable job of both. So, how do you avoid the hiring blues?  The simple answer: very carefully!

All too often, employment decisions are made on the fly without much thought or preparation.  The result: voluntary or involuntary replacement of misfits.  And, every replacement has its cost.  The most obvious costs of replacing an employee are those associated with recruitment, advertising, training, severance pay, and legal fees (in the event of wrongful discharge claims). But, we’re not done yet.  You may also experience lost production, sales and customer satisfaction.

To protect yourself from making a costly mistake, consider the following questions to determine whether you’re ready for a new employee:

  • Why do you need to hire an employee?  What are the critical tasks the employee will be performing?
  • How does the position add measurable value to the product or service provided to the customer?
  • If the position were not filled, how would the work be accomplished?
  • Who could accomplish the required tasks, with or without some modification or accommodation?
  • Is this a full time position, or could the tasks be accomplished by a part-time employee or independent contractor?

Your main objective when hiring is to identify those positions that are necessary to the effective operation of your business.  Knee-jerk reactions to hiring or replacing staff are far too costly.  But, taking the time to thoroughly evaluate your workforce needs provides a positive impact to your operations and, ultimately, your bottom line.

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