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How Do Small Businesses Hire Employees Efficiently?
By Aly J. Yale MONEY RESEARCH COLLECTIVE
The right hiring strategy can make a big difference for small businesses trying to grow.
Key takeaways
- Start with the fundamentals: Take care of the legal and administrative basics before you start hiring.
- Use online tools and move quickly: Platforms like ZipRecruiter can help you connect with qualified candidates ASAP
- Build a process you can repeat: Document what works so you can create a streamlined, consistent hiring system that makes future hires faster and more effective.
If you’re a small business owner, the people on your payroll play a starring role in the success (or failure) of your venture. But building a solid hiring strategy early on doesn’t always get the attention it deserves.
The goal is to build a repeatable system that identifies and reaches the right candidates — and onboards them efficiently — regardless of the role you’re hiring for.
Here’s how to build it, step by step.
Tackle the administrative stuff first
First things first: If you’re adding to your team for the first time, you’ll need to take care of some legal groundwork before sending any offer letters.
The U.S. Small Business Administration website has a clear, top-level breakdown of what to expect, including how to apply for an Employer Identification Number (EIN), register with your state’s labor department and set up payroll.
Working with a certified public accountant (CPA), small business attorney or HR consultant can make navigating these early steps much easier.
Know exactly who you want to hire
It sounds simple, but taking the time to outline exactly what responsibilities and skills you’re hiring for is crucial.
Once you’ve done that, assign a title to the role and build out a job description. Be specific — casting too wide a net can attract unqualified candidates and slow down the process. If you get stuck, look at comparable job postings for inspiration.
Use the right hiring tools
There are countless job sites and apps you can use to find candidates.
Some are niche, specializing in tech or creative roles, for example, while others have a broader reach.
Platforms like ZipRecruiter let you post jobs and search resume databases simultaneously, making it easier to find and contact qualified candidates.
Keep things moving
Don’t go live with a job posting until you’re actively ready to start reading resumes and interviewing candidates.
In most cases, job seekers are looking for immediate opportunities, and top talent could move on quickly if you don’t act fast. (According to research from ZipRecruiter, 68% of job seekers say they wish employers would respond faster to their applications).
Set aside time each day to review applications and aim to respond within a week — even if it’s with a quick, “no thank you, but good luck.”
Prepare your interview questions ahead of time, and steer clear of topics tied to legally protected characteristics like age, disability, or race.
Make your process repeatable
Document everything. Keep notes on what works, what doesn’t and what you’d change next time around. Over time, this becomes a playbook you (or future team members) can use to streamline hiring.
Remember, the goal is to build a system that’s efficient, effective, and repeatable. That doesn’t happen overnight, but putting in the work now makes every future hire easier to get right.
Your next great hire is waiting on ZipRecruiter
More from Money:
Hiring? Here’s What to Look for in a Resume
How to Optimize a Job Posting to Attract Quality Candidates
Aly J. Yale is a freelance writer focusing on real estate, mortgage and the housing market. Her work has been featured in Forbes, Bankrate, The Motley Fool, Fox Business, The Balance and more. Prior to freelancing, she served as an editor and reporter for The Dallas Morning News. She graduated from TCU’s Bob Schieffer School of Communication with a major in radio-TV-film and news-editorial journalism.