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Education

How to source employees for your SMB

Recruitment
Before the interviews, prepare a list of questions to ask.
And when interviewing, maintain a clear vision of what
you're looking for in a candidate and verify whether
they have the right qualifications for the job. Thus,
when a new employee joins your team, there will be no
misunderstandings since you and the new employee will
be on the same page. Also, clearly communicate your
expectations. And explain the perks you offer; appealing
perks can enhance your retention rate.

You may want to establish a three-month trial period to
see if new employees and your company are a suitable fit.
At any time, you can dismiss an employee for any reason,
By Elie Katz including poor performance, if you so choose.
National Retail Solutions
The only task there is left to do after you've recruited a
efore opening, the owner of a new small to new employee and made sure everything is in order is to
midsize business (SMB) must devote time and provide guidelines on how employees can do their best
resources to identifying, hiring and training work. If you're opening a new business, starting the search
B employees who are best suited for the posi- for new staff before you open means you'll have more time
tions available. Advertising, creating help-wanted notices, to teach them when you launch.
putting job postings online, and interviewing potential Training
workers are all part of this process.
Since everyone learns at a different pace, some employees
Business owners must never lose sight of the importance of may be able to quickly adjust to their new positions than
the skills and dispositions of their employees in achieving others. The more experienced members of your company
success. A pleasant demeanor and focus on customer should assist those with less experience. Consider
service are critical to the success of employees who have assigning a less experienced employee to observe a more
been properly chosen and trained. Customers are more seasoned employee.
likely to stick around if they know they're being taken care
of with a smile. In contrast, customers are put off by sales Be patient with new recruits since learning is a lifetime
teams who do as little as possible. This can lead them to process. It's crucial to make it apparent that you want
leave without purchasing anything, as well as spread the them to succeed and that they are an integral member of
word about their bad experience. the team. Employees will work to the best of their abilities
Outreach when motivated by a sense of purpose and a desire to
contribute to the company's success.
If you want the greatest applicants, you'll need to do more
than post a Help Wanted sign on your door. LinkedIn, Finally, set aside time to create training manuals and
Indeed and ZipRecruiter are just a few of the employment- videos. Putting in maximum effort in the recruitment
focused websites where a small business owner may and training processes will result in a wonderful team in
effectively advertise. which you can have confidence. This will reduce stress
and sleepless nights while increasing revenue.
When putting up help-wanted posters, go to a few different
locations to get the message out there. And consider going You might wonder how you can afford to hire extra
to high schools or college fairs where you can easily employees. If cash flow is holding you back from obtaining
advertise to students. Many students are eager to work; top-quality staff, consider a cash advance. A cash advance
they will also bring a fresh perspective to your company. can be much faster and less complicated to obtain than
No matter how you choose to reach out, include a precise, a conventional bank loan, and going through the process
thorough explanation of the job's scope, tasks involved can help ensure that you have the best team helping to run
and required experience. SMB employees are typically in your business.
charge of many aspects of the company, so seek workers Elie Y. Katz is founder, president and CEO at National Retail Solutions,
who can handle a variety of tasks. Then invite only the nrsplus . Contact him by phone at 201-715-5179 or by email at
most promising applicants for an interview. ekatz@nrsplus.com.

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