As a small business owner, there are many tasks that you will likely complete on your own until you are able to expand. One thing you will need to do if you lack a human resources employee to conduct the hiring process when necessary. While this may seem fairly simple, as you will known better than anyone the type of person who will benefit your company, it is important to keep your small business insurance plan in mind.
Even though you may only be on the lookout for a very specific position, regular recruiting can help ensure you are never in a bind. Keep in mind the skill set your employees will need and remember that you could expand and require additional skills. Should you have a large amount of prospective applicants, be sure to keep their information on file. Doing this can provide you with an immediate contact should someone leave without ample notice.
Be sure to list the expected responsibilities and physical duties that one should be able to complete when seeking potential hires. Narrowing down the pool of applicants by their ability to match demands of the position will help eliminate risk that could eventually lead to a workers’ compensation insurance claim. When creating job descriptions, it may be helpful to have a business partner or someone else who depends on the role being filled to operate at full capacity. When interviewing over the phone or in person, be sure to ask about each individual expected responsibility, as someone who can complete each duty without trouble will be a lower risk to you and your company.
Whether you have a handful or really good options or a double-digit figure of applicants, it is important to interview as many as possible. Try and schedule these in a short time frame so you can get back to those waiting for an answer soon. In addition, you should avoid offering someone the job on the spot, especially early on, as a better or more qualified applicant could turn up. When advertising the position, you can include a deadline, though rolling applications can still be kept on file should they come through after hiring someone for the position.
Some questions you should include when interviewing prospective hires include their ability to work in a team setting, their availability and their responsibilities at previous jobs. While hiring someone who has been working in the field for a lengthy amount of time will mean they have a lot of experience, which can be helpful in reducing on-duty risk if they are familiar with the work necessary, some applicants may be fast learners and shouldn’t be discredited for a lack of knowledge if they are willing to put in the time and effort.
You will also need to check references for those who claim to have worked with a company for a long amount of time, and ensure they left the company respectfully and for a good reason. Doing this could help you weed out applicants who have trouble holding onto a single job or who were dismissed because they were unable to meet physical demands of the position.
The in-person interview is another opportunity to clarify all your expectations and measurements for the person applying. You will likely be able to judge their abilities once you meet them rather than reviewing their work experience on paper.
Finally, be sure that you provide a safe work environment for your employees. Even the most low-risk employee can be injured should their workspace not be up to par.