6 Tips for talent hiring in small micro-enterprises

If you are the boss or manager of a small micro business, recruiting new recruits is both exciting and frustrating. On the one hand, it's great to introduce new members to the company, but on the other hand, because the company is Gbagbo you, it can't make mistakes in recruiting, it will hinder the success and reduce the efficiency.

You can refer to the following 6 tips when writing a job description, conducting an interview, and training a new employee.

1. First of all, be familiar with national laws and regulations

Recruitment should pay attention to different areas have different rules, first of all to understand the local Small Business Administration regulations. You may also want to share experiences with small business owners who are in the middle of the network, including the most powerful accountants, business background agencies, etc.

2. Highlight the brand personality in the job description

If your brand is not well known and you want to attract the best people, you must provide valuable job opportunities for potential applicants. One way to do this is to carefully write job descriptions and show them the most unique and exciting qualities of the company. Whether it's about how you're subverting an industry or sharing recent examples of media coverage, your job description must be memorable, as these applicants are scrolling through countless job postings with the mouse.

3. Instead of starting a new team from scratch, consider "group interviews."

If you are building a sales team from scratch, you need managers, senior salespeople, and junior staff, and you can consider working with people who are often working together for "group interviews" to assess how well they work together and how they relate to each other.

4. Acknowledge the challenge of the position in the interview

Small micro-enterprises have different challenges and opportunities than big ones, and should be able to tell potential applicants the biggest obstacle in their work (and certainly not disclose the company secrets). If you are hiring a marketing manager, the challenge may be that there is little or no advertising budget; If you are hiring a designer, the situation may be that your website and corporate logo need to be redesigned. The best employees will meet the challenge and try to find a solution.

5. Continuously improve the training content

Save your training materials to make your life easy and make the next round of training smoother. This includes signed tax documents, slides that introduce the history of the company, templates and job descriptions that all new employees need to download to the computer, all of which are saved on a USB drive, or a new folder is created. After a few months of new hires, ask what information is most conducive to their growth and build on it to improve the next training.

6. Cultivate Enterprise culture

Every employee has a critical impact on the corporate culture, especially in small micro enterprises. A person's creativity, negative attitude, efficiency or indifference can quickly spread across the organization. Even if you are in a tight schedule and have to issue a letter of acceptance to achieve the 2015 goal, you still have to think hard about what kind of work environment to create, what enterprise value is most important to you, and focus on the quality of the people you hire.

Small business owners of the work of a multitude of people can not be a mistake in recruitment. Remember to use your senses and feelings when recruiting new employees and always hire people you really want to work with.