Most entrepreneurs start a business based on something they are passionate about. For the majority of auto shop owners, their dream started working on cars. When that passion turns into a business venture, it quickly becomes apparent that running your own auto shop requires more than just a love of cars.
Leading a group of people, keeping systems in place to track hours, and tracking employee history are just a few of the tasks that shop owners handle on an everyday basis. Owners have enough on their plate in handling day-to-day business, but the work is not done when the shop closes. Here are some of the most common HR issues facing these small business owners.
In the recruiting world we have heard it all before…
- “I don’t want to post a compensation range because everyone will expect the high end.”
- “I don’t want my current employees to know what others are paid.”
- “I don’t want my competitors to know our salaries.”
- “Other postings online do not include a compensation range, so why should I?”
Although these are common thoughts for all business owners, it can be directly affecting your candidate pool numbers. In fact, SMART Recruit Online found that job advertisements with a compensation listed increased the total number of candidates by 30 percent. Small and mid-sized companies are at a disadvantage by not posting a wage since larger companies have known salary and hourly rates.
Whether your company is growing or you are simply filling an open position, the hiring process can be painstaking for any business owner. Where do you start? Should you post a listing to online job sites? Should you place ads around the local university? Do you set up a booth at a job fair?
Hiring the right people is not an easy task. It can be a lengthy process that takes away from other priorities, like growing your business. It takes an average of 52 days to fill an open position, according to a recruitment study from Bersin by Deloitte.
An unexpected departure from an employee can leave owners in a tight bind. Recruiting and hiring a new employee is a big undertaking for any company. Just like employee separation, the replacement process can cost your company a lot of time and money.
Would you choose a candidate solely based on the fact that they attended the same college as you? How about choosing a candidate based on how attractive they are? If this line of reasoning sounds absurd to you, then you’re right! However, you may unintentionally use that type of information to make a selection.
Almost all business owners become an interviewer at some point in their careers. While the main goal of an interview is to evaluate the candidate, it’s also important to understand common interviewer biases. These are preconceived ideas and beliefs that we assign to candidates unknowingly and may ultimately sway our hiring decision.
According to Career Builder, 43 percent of businesses check out the social media profiles of potential job candidates to learn more about them. Job interviews can tell you a lot about a candidate, but social media can provide some more information that you may not have been able to find out in a meeting.
If your employee injures a co-worker or customer while on the job, your company might be on the line.
Employers can face negligent hiring charges if a hiring decision results in an employee injuring or harming any person they come in contact with through the job. Not only can negligent hiring result in exorbitant financial costs, but it can also damage the organization’s reputation.
In a former life I was a general manager. A large part of my position was screening and interviewing potential new hires. This important yet time-consuming process included:
- Phone screening
- Background checks
- Scheduling initial interviews
- Clearing my schedule to make time for interviews
- Conducting interviews
...you get my point.