By Robert Conrad
Funding a small business may be the hard part, but there is one aspect that can make or break a new startup: the hiring process. A startup small business doesn’t have brand recognition on their side; they need to prove themselves over time. Nothing can drive a small business into the ground quicker than hiring an employee who doesn’t represent the company reputation properly, whether through immoral behavior or simply just a bad attitude.

In truth, new startup owners have a lot to worry about. Investment capital, overhead costs and marketing are all factors that new business owners have to consider, yet sadly, a lot of businesses that tank in the first 3 years never even wrote up a business plan. If they had, they would have had not only those bases covered, but also have a good idea of who they would need to hire that would fill experiential gaps and meld nicely with the company’s vision.

Photo Credit: Super-Trainer

Further, new hires need to be put in a position where their natural predispositions are catered to. For example, when hiring for a social media marketing position, the ideal candidate would be someone who could not only generate a lot of “hype” about the brand through the appropriate channels, but who also thoroughly enjoys doing so. This position could also include addressing customer complaints online, so the employee would need to be able to express patience and empathy effortlessly.

10 Items to Consider During the Hiring Process

1. Identify the Need – Determine what positions are needed during day-to-day operations.

2. Job Descriptions – Be as concise and detailed here as possible to attract relevant candidates.

3. Personality Tests – These can prove to be invaluable when finding the right person for a specific position.

4. Drug Testing – Benefits include qualifying for worker’s compensation discounts, avoiding legal liability, and maintaining productivity. Consider if the business requires it to stay viable.

5. Application Process – Consider whether the business would require a resume, application or impromptu interview.

6. Interview Process – Consider how the interview would be conducted and what questions to pose.

7. Create a Candidate Pool – Reduce the number of applicants to a manageable number and weigh the pros and cons of each possibility.

8. Make the Best Business Decision – Don’t just hire anyone to fill a position. Consider the candidate pool and hire for talent.

9. Second Interview – Many small businesses may not need one, but some new, pertinent information or insights can be gleaned from screening an applicant a second time.

10. Follow-up – Depending on the needs of the business, determine whether email, phone call or other means would be the most appropriate.

Businesses who don’t take the necessary precautions to hire the right person for the job risk experiencing a plethora of issues, such as lost capital, experiential gaps and loss of business image. Small businesses without a focused business plan have little hope of any long-term viability, so take the time to consider what and who’s needed to succeed before launch.

Robert Conrad is a former Business student that graduated with a 3.91 GPA. With over 10 years of management experience, Robert has taken the helm on numerous training and morale boosting projects with positive results.  When he’s not trying to make the lives of his employees better, Robert enjoys playing video games and learning new things.  Connect with Robert on Twitter.