MAKING A GREAT CATCH
Tips for Good Hiring
THIS IS PART TWO OF
A FIVE-PART SERIES
ABOUT THINGS YOU
CAN DO TO REDUCE
RISK WITHIN YOUR
SMALL BUSINESS.
Got a job opening? If so, it could be straining your small business. Being down even one person could
hurt productivity. But don’t let your sense of urgency cause you to make a hasty, regrettable hire.
Small businesses frequently feel the pressure to fill crucial roles quickly. But there is a lot of risk
associated with making a quick hire.
Identifying The Risks
If you aren’t thorough as you source, interview and select your candidates, and don’t fully understand
their knowledge, skills, abilities and experiences, you are more likely to have a bad hire.
Essentially, a bad hire is someone who comes on board and doesn’t perform as expected. And if a
bad hire ends in a termination, you’re looking at extra costs, such as:
By Pat Porter, human
resources director
(Dublin office)
• Paying out medical, dental and vision insurance
• Unemployment compensation
• Time and energy to fill the role again
But these aren’t the only costs you could face. What if your bad hire commits fraud? Fraud adds a
whole other set of costs. That’s why it’s so important to do your due diligence and hire the all-around
best candidate.
Breaking Down The Risk
READ PART 1 OF
THIS SERIES HERE:
www.reacpa.com/
Small-BusinessCorner-series
8
So how do you go about properly hiring a new candidate? Just break down each section of the
recruiting cycle:
Sourcing: Consider where you are going to find candidates for your open position. Think about where
your top performing employees came from. Or perhaps solicit employee referrals and see if your current employees know any good candidates. Casting a wide net isn’t always the best strategy for small
businesses – it can start to feel like finding a needle in a haystack. A talent agency can help you find
the right candidates if you can’t handle this in-house.