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How To Hire Your First Employee
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Article 6: More Hiring Decisions
Here are three more considerations before you make your final hiring decision.
1. You need to think not only about what you want your first employee to do now, but also what he or she can do long-term, says Pierce Howard, director of research for the Center for Applied Cognitive Studies.
“Will the employee be able to grow with the company and take on more responsibility? What are the employee’s natural skills and talents and how does that fit into your plans for the job long term?”
2. Lisa Aldisert (www.pharosalliance.com), a management consultant who has advised small business owners on hiring and hired several of her own employees, encourages employers to use job assessment tools to help them make the right hiring decisions: “It’s the only way I’ve ever hired.”
Two common tools are DISC (discprofile.com) and Caliper (calipercorp.com) profile tests — tools that help reveal and assess an individual’s behavioral and personality type and temperament.
3. “If you’re hiring someone who is going to come and work in your home office, you must do a background check,” Aldisert stresses. “This person is going to have access to your home and your personal space, so you really need to know who you’re hiring. Establish clear boundaries defining the work and non-work areas of your home and enforce them.”
Once you make your hiring decision, call the candidate to make the offer and follow this up with a formal letter that spells out the job duties and compensation being offered. If the candidate accepts the job, congratulations — you’ve hired your first employee!
Note: You should also call or write the candidates who were not hired. Let them know you’ll keep their applications on file; in fact, federal law requires that job applications be kept for at least one year.
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