Hiring & Managing Small Business Empoyees - Presentation

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Hiring & Managing Small Business Employees

3/1/2013 Free Online Business Training - Week Eight – Hiring & Mananging Employees 1
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T
r
Training Overview
a
i Topics
n
Is Business Ownership For you?
i
Writing Your Business Plan
n
g
Business Organization
Business Registration, Licenses, Permits, Insurance
O Business Finances & Financing
v Business Location
e Tools, Technology & Equipment
r
v Staffing – Hiring & Managing
i Marketing & Opening
e Growing & Expanding
w

W
e Hiring & Managing Employees
e
k When to hire

E Hiring Plan
i
g
h
Hiring Options
t
Hiring Process
T
o
p
Managing & Letting Go
i
c What To Do / What Not To Do
s


O
When to hire
f
f
At the start of the business
i
c
e
During unexpected growth

& At a planned phase
A
d
m
i
n


H Hiring Plan – Job Requirements Analysis
i
r Determine your labor needs and ask:
i
n Why does the job exist?
g
What will the employee be responsible for?
P
l How will the job be done?
a
n
What personal qualities, skills, experiences and education should
the potential employee have?

What physical or mental capacity does the job involve?


H
Hiring Plan – Job Description/Specification
i
r A job description is a written statement describing the duties, responsibilities, required
i qualifications, knowledge and skills, reporting line and relationship with other positions,
n working conditions, tools, and equipment used necessary to carry out a particular job
g
A job description/specification can contribute significantly in your business’s success by:
P
l establish clarity about your business’s direction
a
clarifying expectation
n
addressing legal aspects
involving co-workers resulting in a supportive team
letting employees know where they fit in the big picture


H
Hiring Plan – Job Description
i
r
Downside of a job description:
i
n Can get dated quickly
g
Can be restrictive if too specific
P Can be tendered as evidence against an employer in a lawsuit
l
a involving co-workers resulting in a supportive team
n letting employees know where they fit in the big picture


H
Hiring Plan – Job Posting
i
r The job analysis and job description, should always be the basis the job posting. To
i write an effective job posting:
n
g pull the top skills that are essential to do the job

P  include a short list of job duties
l
a list previous experience, a college degree or other experience if required
n
tell applicants the excitement and challenge of the job and why your company is a
great place to work for.

specify your location and/or if telecommuting is an option


H Hiring Options
i
r
i Full Time
n Part-time
g
Temps/Seasonal
O Interns
p Independent Contractor/Freelancer
t Professional Advisors/Consultants
i
Leasing Employees
o
n Outsourcing
s Family


T The Hiring Process
h
e
Start looking in your own personal and or professional network
H
i Outsource hiring to a recruiting firm or professional business support service provider
r
i Do it yourself
n
g

P
r
o
c
e
s
s 3/1/2013 Free Online Business Training - Week Eight – Hiring & Mananging Employees 10

T The Hiring Process – Short Listing
h
e
Start with a clear job ad
H
i
Use job description when reviewing resumes
r
i
n Focus on skills and value applicant can bring to the job
g
Look for professionalism and neatness
P
r
Narrow pool of applicants down to the top five to seven
o
c
e
s

T The Hiring Process – The Interview
h
e
Prepare a list of questions beforehand
H
i Avoid closed-ended questions
r
i
Allow the candidate to ask questions
n
g
Take notes during the interview
P
r Watch out for signs of bad-mouthing previous employers
o
c
Beware of questions that are prohibited by law
e
s

T The Hiring Process – Making The offer
h
e
Make the offer and wait for the applicant to accept
H
i Writing to or calling the others you did not choose to let them know
r
i
Prep for new hire’s arrival - have a place set up for them, making them feel comfortable
n
g
Arrange to send time with them to explain how duties and responsibilities
P
r Arrange for necessary training
o
c
Set the stage for a good working relationship
e
s

M Managing Employees
a
n
a A good manager should:
g
i use every opportunity to train, including mistakes
n
g encourage and empower employees to take ownership

E
promote teamwork
m
p take time to know their employees
l
o ask questions
y
e prepare an employee handbook
e

M Managing Employees - Retention
a
n
Ways to retain employees include:
a
g
provide opportunities to enhance professional skills
i
n allow flexible opportunities for advancement
g
empower and inspire employees to make choices
E
m praise and reward extra effort
p
l share earnings
o
y trust your employees
e pay attention to the families of your employees
e

M Managing Employees – Letting Go
a
n
a Give early warnings and realistic written performance reviews
g
i Strive for objectivity
n
Help the employee leave with pride and protect your business’s reputation
g

E
Adopt a positive and professional attitude and treat the employee with consideration
m
p Explain any terminations benefits and severance package
l
o
Take company property
y
e
e

D What To Do / What Not To Do
o
s
Do Don’t
a wait until you HAVE to hire
determine your staffing needs
n
Prepare a hiring plan ignore the job description
d
look for motivated candidates ask closed ended questions
D tap your network first disgrace a fired employee
o Prepare an employee hand book neglect management duties
n
’
t
s


E
n
d
Thank you
o
f
Next Week
W
e Marketing & Opening
e
k

T
Have a great weekend!
h
r Visit our blog for online tools and resources
e
e
www.baanabaana.com

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