It’s important to avoid getting so caught up in weddings and events that you don’t find time to evaluate the internal portion of your business. Do you have the right tools in place to work efficiently? Are there new tactics you should consider to help your business be found? Or, most importantly, do you have the people in place to help your business grow?
If you think your wedding business is ready to progress to the next level by hiring some fresh faces, check out our smart hiring tips to make the process simple!
Ask your network to help
Whether you’re asking friends and family if they know someone looking for a job or you’re asking another business you admire for hiring tips, leverage your network to help you hire. The best hires are often in the right place at the right time, and you never know who has the perfect connection in mind, waiting to be given the chance. Also, since the wedding industry is much more specialized than most job markets, other Pros might be able to offer some tips for getting your job posting out there on more niche job sites.
Do some interview prep
Especially if you’re planning to have more than one employee involved in the interview, prepare for the interview ahead of time to decide which questions you’d like to ask, what qualifications you’re looking for and other traits you would like in the candidate. Take into account any feedback from employees the candidate would potentially work with to make sure they feel good about the questions you plan to ask, too.
Check out their social profiles
In addition to checking references, many companies in today’s job marketplace will check out candidates’ social media profiles to determine whether or not the candidate is a good fit. These days it’s pretty easy to make your Facebook, Twitter or Instagram account private, but it doesn’t hurt to check for anything unseemly or unprofessional posts. If the candidate’s account is indeed private, don’t pry – just rely on the other resources provided to make your decision. If the candidate’s account is public, it doesn’t hurt to double-check that he or she acting responsibly and seems like a good personality fit.
Meet your top candidates out of the office
Along the same lines as checking out social media profiles, you can also take your top one or two candidates out to a lunch or dinner. During the formal interview process it can be hard to truly get to know your candidate, so taking him or her to a more relaxed, social environment can help you and other employees get a better understanding of the candidate’s personality. Remember that you still can’t ask certain questions (or make decisions based on factors like age, race, gender), but how candidates act or speak when in a more informal situation can speak volumes about their ability to work with your team.
Know when to walk away
It may be awkward, but if you know someone isn’t right for your company, say so! You’re only hurting yourself in the long run by hiring someone you don’t feel right about or is under-qualified. It’s also hard on the candidate if things don’t work out and you have to let him or her go shortly after being hired. Even if you don’t have other candidates lining up for the position, it’s worth it to wait for the right person to come along. They’ll come along eventually, and you’ll be happy you waited!
Hiring your first employee? Head over to our previous post with more tips for beginners!