Hire When You’re Able To, Not When You Need To
By | Susan Ranford | Coordinator – New York Jobs
The process of hiring is complex and deserves much attention to detail.
Too often hiring is rushed by the need to fill a position immediately. People leave their jobs for new opportunities. Companies need to expand their services. A new opportunity might arise out of nowhere.
These things happen, but companies should always be prepared for them. It’s a common mistake companies make, especially newer ones — hiring for immediate need, rather than starting the process as soon as they are able.
Here are three reasons companies need to rethink that mindset.
If you want to make your business more productive, you have to hire the right amount of people to handle your goals.
The link between manpower and company projects is fairly simple: the amount of people on staff is proportional to overall productivity. The more people are available to work, the faster projects can be completed or the more projects your company can take on.
On the other hand, a lack of adequate staff prevents you from completing tasks. The lack of productivity translates into stagnancy, or even, a reduction in productivity and overall decline.
In order to have the staff to meet your goals, you should be willing to hire people at any time. If you are financially capable of hiring more team members, you can open more doors that could lead to higher company productivity and expanded services.
In technical terms, flexibility is about employees and their employer making changes to when, where, and how team members work to better meet individual and business needs.
This flexibility should play into how you hire. Opening up career opportunities for people from outside gives your company fresher, more relevant ideas.
Flexible organizations give employees more options, making it easier for them to lead fulfilling personal lives and still meet their commitments. Job sharing, or allowing two or more employees to work part-time in place of a single full-time employee, are ways to permit this scheduling flexibility.
Such accommodations breed loyalty, making it easier to hold on to quality employees who otherwise might have a difficult time working for you.
A flexible management structure capitalizes on the strengths of its workforce. No two employees are the same, but an effective manager knows how to unite people with disparate skills so that their differences complement one another. A rigid manager, on the other hand, tries to shove square pegs into round holes, forcing employees into roles for which they are not well-suited.
Sometimes giving workers tasks outside of their specialty can be distracting and take away from their overall job satisfaction.
Instead, try a hire practice that looks only for the right skills. If you’re open to non-traditional scheduling, or bringing on part-time employees as soon as you’re financially comfortable with the decision, it can open a lot of doors for your business.
Consider opening up additions in your workforce in order to allow your employees to be flexible in terms of their schedules and work structure. Lots of job sites give employers the option of posting part-time opportunities across all fields. The rest of the details can be filled into the description.
As mentioned before, using this style of employment can boost your employees’ morale and allow you to get the best out of everyone working for you.
More Ready For Expansion
All successful small business startups eventually face the matter of handling business expansion.
Small businesses can expand their operations through a number of different avenues. The most commonplace method to improve your business are usually incremental in nature (i.e. increasing product inventory or services rendered without making wholesale changes to facilities or other operational components).
However, after some time, businesses that have the capacity and desire to grow should consider bringing on more employees. Maybe you want to open up a new branch or office or you want to add a new department or increase production numbers.
New employees amp your production in the short term, but the long-run benefits far outweigh that. The earlier you bring somebody in, the more they can learn about the business as it is growing. They can wear more hats, grow into a more substantial role as things move forward.
If the difference comes down to a modest profit or being able to expand your business in the long-term, hiring a new team member should always be the answer.
Susan Ranford is an expert on job market trends, hiring, and business management. She is the Community Outreach Coordinator for New York Jobs. In her blogging and writing, she seeks to shed light on issues related to employment, business, and finance to help others understand different industries and find the right job fit for them.