Every employer has a responsibility to provide their staff with a safe and secure working environment. This is essential for creating a space where employees can be themselves and perform at their best, while also providing a welcoming and inviting atmosphere for customers, clients, or the general public.
To help them achieve this goal, businesses must go beyond simply meeting the basics of a job description by selecting individuals who also align with their company’s values, ethos and culture. In doing so, they can build a workforce that reflects the principles and brand values they wish to uphold and hire individuals who can positively contribute to their business.
In this article, we outline three strategies small business owners can apply to assist them in their recruiting efforts and ensure all new hires meet their safety standards and are a cultural fit for their organization.
Carry Out Background Checks
It is common practice today for businesses to carry out background checks on potential employees. While this may be mandatory in some sectors, such as those involving children or vulnerable adults, federal law does not always require these checks to be carried out. Despite this, an overwhelming 95% of businesses in the U.S. conduct background checks on candidates before deciding to hire.
By running background checks during the hiring process, small businesses can assure themselves that the candidate is who they say they are and verify key information regarding their education, employment history, and other credentials that may be relevant to the position they are applying for. They can also minimize the risk of threats such as fraud, theft or violent behavior in the workplace by carrying out a criminal record check on a potential hire, enabling them to maintain a safe workplace for both their staff and their customers.
Small business owners can also review the social media profiles of candidates, to gauge whether they present themselves publicly in a way that aligns with their company’s values and culture.
Ask Relevant Questions
During interviews, small business owners can ask questions that help them delve deeper into a candidate’s suitability for the role as well as their organization. In addition to skill-based and competency-related questions, employers should ask interview questions that allow them to assess a candidate’s personality, temperament and ability to handle diverse and challenging workplace situations.
The following questions can be useful starting points in helping employers make an informed assessment regarding a potential employee’s suitability for their organization:
- Why have you decided to leave your current job?
- How do you think previous employers or co-workers would describe you?
- Have you ever had to deal with a challenging co-worker or customer? How did you handle the situation?
- Can you describe a situation where you received feedback or criticism from an employer? How did you respond to this and what did you do differently as a result?
- What motivates you in your work?
- How would you describe your style of communication with other co-workers?
By asking these types of questions, small business owners can gain insight into a candidate’s character and behaviors, allowing them to make sound recruitment choices that foster safety and security in the workplace and reflect the ethics and values of their organization.
Introduce a Probationary Period
A probationary period allows small business owners to monitor new hires on the job and assess their suitability for the role within their organization. During this period, which is typically between two to six months, an employer not only has the chance to observe a new hire’s ability to perform their duties, but also their work habits, temperament, and ability to get on with their co-workers.
Since research reveals that 46% of new hires do not make it through their probationary period, this window can provide employers with an opportunity to spot any areas of concern or misalignments with their company’s values which they may then address with the employee. If a solution cannot be found, a probationary period allows an employer to release an employee who may be unsuitable for an ongoing position.
In this way, a probationary period can serve as a valuable tool in helping small businesses weed out candidates who may not be the right fit, helping them maintain the standards and values they expect in their organization.
By implementing the strategies outlined, small businesses can feel confident in their hiring practices, knowing they are recruiting candidates who are not only the best fit for the job but also contribute positively to their organization and align with its culture and values.
