By Diane Crosby

Unless you are a sole proprietor with no employees at all, there inevitably comes a time when a new hire is in order. Employees unfortunately come and go. Teenage workers leave for school or careers. Older employees retire or need more time off for medical issues. You may be expanding your operation and require more workers in the mix. Perhaps, you are trying to ease into retirement yourself and want to teach someone to do your job. Whatever the reason, the hiring process is at hand.

One of the best ways to find a new employee is by word of mouth, a recommendation from someone you know. Job matching sites, such as Indeed, are certainly prevalent and used by lots of prospective employers and employees. You also could go old school and put an ad in the local newspaper (if you still have one!) or a sign on the door.

However you get applicants, you must decide what your job opening demands in the way of skills and attributes. Regardless of the position, the top priority should always be honesty! No matter what a worker is doing for you, you need to be able to trust him with your money, sensitive information and products. 

We have our horror stories we could enumerate, but suffice it to say that sometimes you don’t know if a new individual is honest until you find out he or she is not. We have experienced stolen items in large quantities as well as a lack of paying for items supposedly “bought.” The only way to know in advance if a prospect is honest is to follow up on references. A person who steals is liable to do so again. Still, it is a gamble when the new hire is unknown to you.

The skill sets needed for jobs may be varied, depending on the tasks required. The general abilities to problem solve, be organized, do basic math and communicate are all important regardless of job title. Young, new workers may not have honed all the skills for the job yet. You may find yourself teaching first-timers how to do nearly everything. The upside to that scenario is that you can teach them your way. 

The more specialized the job, the more experience you may want to require. Hiring someone to work the register and unpack boxes may be simple. Replacing a bookkeeper, accounts manager or inventory control person could demand a higher level of capability. Very few people work in the area of the degree they may have earned, so waiting for someone with specific training may be a slow process. You can train an intelligent individual to do the job needed.

Personality is an often-over-looked aspect of the hiring process. If a new person does not get along well with others, your entire work environment can suffer. One way to lessen the chance of personality clashes is to allow key employees to take part in the interview process. Once they meet prospects, they can weigh in on their compatibility.

Taking compatibility one step further is the concept of similar goals. What is the applicant trying to accomplish in this new job at your business? What are your goals for hiring someone? Some candidates may want any job that works with their home schedules, allowing for time to take care of family. Some may be interested in getting back into the job market after an absence for schooling or having children. Others may see your job as a mere steppingstone to something better. You can’t always know when you hire someone if they plan to stay awhile or not. Talking about goals, though, is a place to start.

There is also the issue of logistics. With so many people dumping resumes online, you may find someone who is suited for you in ability, personality and goals. However, they may live too far away or not have reliable transportation or are not available during the hours you need them. 

Of course, once you find someone who meets your criteria, you must train them and compensate them adequately. Because a new hire is unfamiliar, having a trial period can be helpful to you and to the employee. You may discover the prospect is unable to learn the skills necessary for the job. There may be personality traits that do not mesh with you or your staff. The new person may be unreliable. With a trial period on the table, you can decide not to continue the job without actually having to “fire” someone.

We have been fortunate that our staff has remained very stable over the past several years. We know that is rare, and we appreciate our situation. We have also utilized the skills of our grandchildren as they have gotten old enough to drive. It’s always good to have a trustworthy teenager or two to help out! However, we are trying to recruit someone to take over some of the office work. We have found ourselves right in the middle of the hiring process again. 

When we travel to shows in Las Vegas, my spouse/work partner says he doesn’t gamble. Technically, he doesn’t play table games or slot machines. Owning a business, though, is a gamble all on its own. Plus, every time you hire a new employee, you are taking a risk. Will this person fit in? Will he be honest? Does she have compatible goals with those of our store? Can he be trained to do the job? 

You can never be a hundred percent sure of the answers to any of those questions. However, you can take steps to cut back on the uncertainty. Hiring is always a gamble, but it can pay off if you handle it with care!

Diane and Wiley Crosby own Red Dog Outfitters in Forsyth, Georgia. They have hired many people over the years with mixed success, but their current staff is top-notch.