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Hiring Employees For Your Small Business

Hiring employees for your small business is getting more and more challenging. According to the U.S. Private Sector Job Quality Index, about 37 million jobs have become vulnerable to mass layoffs in the United States. These came from the retail, clothing, education, travel, hospitality and other considered non-essential industries in these challenging times of the COVID-19 pandemic.

Employees, therefore, are left with only 3 career destinations: they could either be enjoying the culture of remote work, working as part of a skeletal and limited workforce, or unfortunately getting the chop. The estimated loss in the global economy amounts to $2.7 trillion and this much loss paved the way for some companies to seek serious cost-saving measures that can potentially jeopardize the regular man’s only bread and butter.

Luckily, despite these circumstances inevitably happening and that the economy is at an all-time threat, small businesses, especially those in retail, are lauded for their strategic ways of surviving and striving amidst the ongoing virus outbreak. They somehow contribute to the improvement of the economy and help employ individuals. Small businesses help in the creation of jobs and have brought stable income to people especially now when vaccines are being dished out and businesses are slowly reopening and are getting back on their feet. Laborers and employees are getting more and more in demand each day.

Hiring Employees For Your Small Business

In the dynamic landscape of small business operations, finding and hiring the right talent can be the right step toward success. To navigate this process effectively and ensure the growth of your small business, it’s crucial to consider various factors. One invaluable resource is a small business HR system, which can simplify and enhance hiring processes. 

With that, it is only essential that we have a list of considerations when hiring employees to help in the business processes. Here are a few ways:

1. Create a clear job description that covers everything.

Finalize the need and the qualities you look for before officially opening your doors to hire. Ensure that you are crystal clear about the type of person, the skills, personality, and attitude that you want to represent your brand or company. You must also make a comprehensive list of the hiring employees process, the salary or range, and the job description that your hire shall need to fully immerse himself in the position. Have an accurate and complete record of each candidate and weigh their strengths, weaknesses, and jot down interview notes during the entire process of assessing the candidates. This will allow you to have a standardized and formal hiring process.

2. Observe candidates who know how to give and take.

Ask situational questions that can elicit responses pertaining to their degree of acceptance to the give and take mechanism. Give and take is integral for any relationship to prosper. Such a mechanism can indicate how much the employee can understand when the company decides or falters on something.

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3. Emphasize the importance of mental health in the workplace. 

Worth noting, employees are found to have been taking their mental health more seriously now. In fact, a survey from Aetna International (2021) pointed out that 84% of employees mentioned that their mental health is more important to them these days than it was just over a year ago. Certainly, employees also look at how much companies value mental health in the office. Activities that foster these activities can help them alleviate stress and withstand working in your company. When they are presented these the onset, they can gauge whether or not they can find things manageable.

4. Make room to improve your employee benefits program. 

To attract and hire high-quality candidates, you must improve all aspects of the job experience. The anticipated demand for employees soon will stir a competition between companies in need of valuable new hires. Employees view a benefits program as a necessity so, on top of your usual medical and dental coverage, you must also consider other innovative ways to improve and highlight the importance of employee experience. Potential employees, more so the millennials, are looking for a company that can improve their quality of life, not always talking money-wise.

5. Use a recruitment strategy that works for you.

There are plenty of ways to recruit but you need to consider where your potential employees usually flock and spend their time. A lot of headhunters are on social media as this is where they can see a pool of candidates in their living spaces and be presented with their personal data at the onset. It can also be beneficial in such a way that you are exposed to their networks and their interest.

In this list, you may notice that emphasis on work-life balance is placed to an extensive degree. This is brought by the fact that nowadays, we must foster a work-life balance having been exposed to situations that often open up moments of vulnerability for employees. Including these as part of your normal hiring process allow for letting go of your strict guards and foster a work environment that values both productivity and life quality and cut loose threads that bring up absenteeism, job neglect, and bad work behavior.

6. Exploring Candidate Backgrounds

Studies indicate that only around 3 out of 10 job applicants provide completely truthful information on their resumes. The skills, job history, volunteer work, and most details on the resumes you receive are likely to be embellished or misrepresented. This underscores the significance of evaluating individuals’ competencies before extending interview invitations. There are ethical ways to conduct research on interview candidates without violating data protection laws:

Verify Social Security Numbers (SSNs)Utilize death master files to confirm the authenticity of potential employees’ SSNs. Instances of identity theft may involve the fraudulent use of SSNs for employment purposes.

Confirm Qualifications: Ensure the validity of candidates’ qualifications by directly contacting their alma mater (e.g., university or college). While candidate consent may be necessary, genuine candidates typically willingly provide consent for such verification.

Scrutinize Social Media Profiles: Delve into candidates’ social media accounts to gain insights into their personal lives. A particular focus on LinkedIn can offer a glimpse into their professional background.

By adopting these research practices, employers can make more informed decisions during the hiring process, promoting a culture of transparency and integrity while adhering to data protection regulations.


If you want your business and its employees to thrive post-pandemic or during so, prioritizing mental health in the workplace should be on your list. Cultivating a culture that values others’ mental well-being and supports employees in their pursuit of finding a job that is enough to keep their motivations, satisfaction, and earnings high will definitely bring you more gains than losses. Here’s more about Hiring and Training.


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About the Author:

Bash Sarmiento is a writer and an educator from Manila. He writes laconic pieces in the education, lifestyle, and health realms. His academic background and extensive experience in teaching, textbook evaluation, business management, and traveling are translated into his works.




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