| Running any small business always comes with its fair | | | | great way to evaluate whether an individual is a solid |
| share of challenges-be it marketing, managing | | | | fit for a position - without the long-term commitment of |
| distribution channels or tracking revenue, but one | | | | a straight to hire situation. In addition to the trial contract |
| problem that few think about it is staffing. Staffing a | | | | period (a 3 to 6 month term is sufficient for most |
| small business is not something that can be done on | | | | positions), an employer can often enjoy a lower |
| the spur of the moment. Choosing the right staff | | | | per-hour expense by reducing or eliminating overhead |
| means considering your business needs - immediate | | | | from medical benefits packages and vacation time. |
| and future.With some forethought and a little strategy | | | | Tip 4: The Internet is your friend. |
| and the right talent can mean all the difference | | | | When you need to announce your open position to the |
| between a struggling small business and a lucrative | | | | world, nothing beats the internet in terms of reach and |
| one. | | | | affordability. There are dozens of major job boards, |
| Tip 1: Sometimes working with family is good! | | | | both regional and national, that will post your job for |
| Despite what many people say, family members can | | | | free. However, you will have to spend some time, |
| be a perfect, untapped resourced-especially if they | | | | learning how the particular site's system works and/or |
| understand your goals and share your work ethic. | | | | searching for the right employees. Several web-based |
| Remember though, working with family can be a | | | | services are available that can streamline this work - |
| double-edged sword: even if you fire them as an | | | | often saving you hours of time and frustration. |
| employee, you'll still have to sit across from them at | | | | Tip 5: Always do phone interviews first. |
| the dinner table. | | | | Once the applications start flooding in, you'll need to |
| Tip 2: Consider a college degree an asset, not a | | | | conduct interviews with your potential employees. |
| requirement. | | | | Phone interviews are often the quickest way to weed |
| Take a good look at the skill set needed for the job. | | | | out unqualified candidates. Having a concrete list of |
| There are often plenty of qualified candidates in the | | | | questions will help you understand their abilities, skill |
| job market who may not have a college degree. In | | | | sets, and past work experience. Be sure to take |
| many cases, the most valuable learning experiences | | | | notes. After a few hours of phone interviews, |
| happen outside of the classroom. Don't assume that | | | | everyone's personalities and job skills will start to run |
| candidates who didn't attend college are a step behind | | | | together. |
| the rest. On the contrary, their on-the-job knowledge | | | | Wrapping up |
| has likely taught them much more than a college text | | | | Remember, employees are the face of your business. |
| book. | | | | With the proper planning, finding the right talent for your |
| Tip 3: Try before your buy. | | | | business will have you smiling in no time. |
| Offering a position on a "contract to hire" basis is a | | | | |