What to Expect When Hiring an Employee
Posted on August 10 2018
Whether it’s the first time or the 100th time, hiring can be tough. However, we have some helpful tips that make the unexpected snafus of the process easier to handle!
If you’re absolutely brand new to hiring, it’s worth noting that you can’t really wing an interview. It’s best to know before you start interviewing what you want to ask and different ways to ask it.
Let’s cover some unexpected difficulties of the hiring process.
Depending on where you post the job opening, as well as the type of job, you could be flooded with countless applications — most of which are just people submitting mass applications 60 at a time, with no particular interest in your salon. Our pro tip for weeding through innumerable applicants is to include a specific task in the application, such as a cover letter or a specific question on lash knowledge to be answered.
When you add a specific task or request, you will be able to quickly tell who is truly motivated to work for you. You’d be surprised how many applications you receive that don’t follow the instructions!
By asking for a distinct assignment, such as writing a blurb on why the candidate loves working in the lash industry, you'll be able to see which candidates pay close attention to detail.
Another problem you could encounter when hiring is a candidate who is an amazing interviewee with glowing references, who ends up having a terrible work ethic.
One way to preemptively combat this is to have the potential hire come into your salon for a few hours. This allows you to see how he/she melds with the environment, performs tasks at hand, and interacts with clients so you get an understanding of how they would operate day to day.
If you do end up hiring someone who doesn’t quite meet your expectations, an easy solution is to have a trial period policy built into all of your employment contracts. During the trial period, you can address any issues you have with your employee in order to help them improve.
If by the end of the trial period, you don’t see adequate improvements or effort to change, you can lawfully terminate the contract. Remember, it’s hard to get a true sense of someone in just one interview, so if possible do multiple interviews per candidate.
It is also helpful to get several people involved in the company to interview the person. A variety of opinions on such an important decision offers you multiple perspectives and broadens your understanding of the candidate. Yes, these take more time and effort, but the reward of obtaining the best possible employee is well worth it.
The final aspect of the hiring process that needs to be addressed is the effect it has on your existing employees. Sometimes, just bringing someone new into the space can make your employees uneasy, so it’s important to clearly communicate with your team that their jobs are not in danger and any new hires are a result of growth.
Always keep your company culture in mind when hiring. Personality fit is extremely important for team morale. When interviewing candidates ask yourself if they would mesh well with your current employees long term and if they cultivate the aura you are trying to create.
Every hire in a small business is important and there are countless variables to consider when building your team. There’s no need to get overwhelmed, just follow our steps and trust your intuition. You are more prepared than you think you are!