If you’re ready to add a new employee to your small business payroll but you haven’t hired anyone in years, your staffing and recruiting skills may feel a little rusty. You may also feel a bit paralyzed by the risks involved in introducing a new person to your social ecosystem or investing hiring and training costs in a complete unknown. 

Don’t let hesitation and self-doubt hold your company back. Consider a few tips that can help you mitigate the risk, find a great new employee, and move on.

Overcome Hiring Jitters

1. Don’t rush. During a challenging economy, candidates may flood your inbox with applications the minute you post your position, but don’t become overwhelmed. Take your time and complete the evaluation process on your own schedule. The applicants can wait.

2. Don’t act until you really, really need someone. Put the hiring process in motion only when your resources are stretched thin and your current staff members are maxed out and on the point of mutiny. Just-in-time hiring will help you cut expenses, and it can also help you better understand the core qualities and skill sets you need the most.

3. Be cautious about candidates from large companies. Corporate workers who step into your small firm may be in for some culture shock at best. At worst, they might not have the flexibility, skills, or willingness to put on the multiple hats you may need them to wear.

4. Lean toward adult candidates. Providing fundamental training and basic work and life experience to young workers can be very expensive for employers. Bring on someone who’s been in the field (or at least in the working world) for a few years already.

5. Cast a wide net, even if it means an avalanche of applications for you to sift through. Go online and post your position on national job boards like Monster and Craigslist. Make sure your company website (and social media profiles, if relevant) also mention the open position.

6. Check references. The process can be awkward and tedious, but it can also protect you from expensive mistakes.

7. Don’t reject excellent candidates for foolish reasons. If you’ve narrowed the pool to two or three likely prospects, don’t found your final decision on factors you may regret. Work to overcome any unconscious bias that might hurt you, including subtle discrimination based on the candidate’s appearance, the college she went to, or her current employment status.

For additional staffing and small business management tips, contact the Texas talent management pros at Expert Staffing. We can help you find your next employee and keep your growing business on track.