5 Tips on Hiring Your First Contractor or Employee

Most businesses start pretty small; sometimes with only you or yourself and a partner to handle all the responsibilities. But at some point, as customers increase and business grows, you’ll need to hire an employee or a contractor to outsource work to. Hiring your first employee can be relatively simple; most managers or business owners utilize the traditional resume and interview method.

This can usually work out fine, but you might want to consider things a bit more carefully before saying yes to any applicants. Read these tips on hiring your first employee and you’ll improve your chances of ensuring that the employee or contractor is one that will perform to your expectations, as well as stay with you long-term instead of seeking employment elsewhere.

1. Training and Experience

The first thing you need to consider when hiring your first employee is whether or not you need to find someone already experienced, or whether you will need to provide training. An experienced employee deserves higher compensation, but training an employee can also be costly, especially if you invest in training and a salary and the employee then decides to leave shortly thereafter.

The amount of experience is also a factor. An employee that possesses a lot of experience may not be happy for too long working at your business if it is still small. So the plan is to find someone that may already possess some experience or has worked in a similar industry, but is used to a small business atmosphere and is not looking to jump ship to a larger company.

2. Where to Find Applicants

These days there are numerous resources for posting jobs listings and finding applicants. You can post online ads in online newspapers, job sites, and social media sites, or you can take the initiative and search resume banks for the perfect candidate yourself. Because each position is different, some resources might suit you better than others, but the main point is to go where you are most likely to find applicants suited to the position you are hiring for. For example, if you are looking for someone with a lot of credentials and experience, you probably wouldn’t use Facebook or Craigslist; LinkedIn would serve you better.

Regardless of where you look, it is recommended to put full details of the job requirements and any other pertinent information into your job listing. If your ad is lacking in detail, you are bound to get an overload of resumes from applicants that are lacking in the requirements and experience you desire. A detailed listing reduces the slush pile and results in more relevant applicants.

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