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5 Factors to Consider When Hiring New Employees

When it comes to expanding your team, it can be a fun yet challenging process. There are several factors to consider on how you want to go about the hiring process.

5 Factors to Consider When Hiring New Employees

The core challenge is trying to find someone who is a good fit for your business. There are plenty of things you should keep in mind, like creating contracts, expectations, salaries, etc., which can be complicated. You have to try to balance what’s best for your business and what will attract good talent.

Take a look at these five factors you should consider when hiring new employees.

What Type of Employment

When making additions to your team, you should ask yourself if the job requires someone to be around for the long haul or in a temporary or limited position. There are big differences in hiring someone on a part-time or full-time basis, so you should carefully evaluate your needs.

You should also consider whether it’s a job you can outsource. This may involve hiring a freelancer on a limited basis or a temporary contract. Going this route can save you money as you don’t have to offer the same benefits you might to a full-time employee like healthcare or a retirement plan.

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Your Budget

Your budget should have enough room to accommodate a new hire. Bringing on new employees can be costly, especially when they are experienced. If you’re looking to hire the best, be prepared to spend quite a bit.

You’ll need to figure out what the average pay scale is for the role you’re hiring and see if you can match it. If not, you might be able to compensate with added perks like a gym membership or remote working privileges.

Your Conditions and Expectations

Employers need to set the working conditions and expectations from the beginning as it will avoid unnecessary confusion. You need to establish these things within reason, though. You’d be asking a lot if you expect a new hire to work seven days a week with no overtime.

It helps to create an employment contract that outlines what is expected from a new employee and gives them an idea of what to expect. In your contract, you’ll want to be as detailed as you can.

Skillset You’re Looking For

This one is pretty straightforward and is something pretty much every employer has to consider.

Skills are often defined as either soft or hard. Hard skills tend to be more technical. For example, a hard skill would be using Microsoft Excel or knowing how to code in Java. Soft skills are harder to teach and tend to be more character-based, like having patience or being a strong communicator.

When it comes to skillset, hard skills, while crucial, can be taught or learned on the job. While someone may not be the best coder around, if they can demonstrate they are willing to learn and improve themselves, that is a promising sign they are a good employee. On the other hand, soft skills aren’t easily picked up and can cause major disruption on your team if you hire someone lacking key soft skills like a good work ethic or team cooperation.

Your Timeline

You need to examine your time frame and decide how long your hiring process will be. Ideally, it’s nice to have a couple of weeks to conduct a hiring search, but if demand for your business is strong, you may not have that luxury.

Onboarding and training a new employee can also take a while. This is more evident if you’re hiring an entry-level employee. If you have a major demand, it might be worthwhile to hire someone with more experience to reduce the time needed for training.

New employees come with plenty of opportunities but also some risks. You’ll want to do what you can to reduce unnecessary risk to your business.

Take careful consideration in what you seek from a new employee and how they can benefit your business. If a new employee doesn’t work out, it’s okay. It’s not the end of the world. You can learn from your mistakes and find someone who better aligns with your business.


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