Proper planning takes fear out of hiring

Small business: Tips for finding the right person for each job

Thinking of hiring in the new year? You are not alone. According to the Canadian Federation of Independent Business’ most recent monthly business barometer, 20 per cent of small businesses in B.C. intend to hire in the near future. As exciting as hiring can be, it can also be one of the scarier decisions facing a business owner, particularly if it is a first hire.

CFIB business counsellors take hundreds of calls a year on the topic. The most typical is from a business owner planning to hire in a couple of weeks and not knowing where to start. Here are a few of the basic things to think about:

• Determining what you need. Do you need to hire a full-time employee, or is it a job that can be contracted out (eg. bookkeeper or marketing advice)? If it is a hire, should it be part-time or full-time? Many businesses find it helpful to start with parttime help.

• Determining who you need. It is well worth the time investment to think through the job requirements. What soft skills and hard skills are needed for the job? Once you have thought this through, write it down in the form of a clear job description. It doesn’t have to be long, but it should cover what the expectations of the job are. This will help you during the interview process and once you start your new employee.

• Interviewing. Think about the questions you want to ask candidates in advance, and tailor the questions to the hard and soft skills you are looking for. Try to avoid questions that have obvious yes or no answers. “Do you like serving customers?” is not a question that you will learn very much from. It is much better to ask a candidate to tell you about a time when they were able to provide really good service. Asking followup questions can also be helpful. When possible, it is helpful to have a second person in the interview to help both with questions during the interview and to debrief afterwards.

• Employment contracts and confidentiality agreements. In business it is often a best practice to have things in writing because it creates more clarity and protection than verbal agreements. When hiring, it is a very good idea to have an employment contract in place. Confidentiality agreements are also important. CFIB has had calls from members where an employee quit and took client lists or other intellectual property. A confidentiality agreement makes it clear there is an agreement not to do this.

• Government compliance. Find out, preferably before you start interviewing, what your compliance obligations will be. Some of the basic ones include setting up a payroll account with the Canada Revenue Agency, following employment standards and registering with Work-SafeBC. You should also confirm that your prospective hire has a Social Insurance Number and can work in Canada.

• Once hired. Make a habit of reviewing the work assigned to ensure it is being done properly. For example, checking in with customers or looking in on your CRA account. CFIB business counsellors hear from too many business owners who have had faith that everything they delegated was being taken care of only to find invoices unpaid or face penalties from CRA for taxes not paid on time. It is important to validate a new employees’ work is meeting expectations.

One final tip: No one is going to love your business as much as you do. Be realistic about this and work to find the win-win between you and your potential employee.

When possible, it is helpful to have a second person in the interview to help both with questions during the interview and to de brief afterwards.