Businesses with single owners, start-ups, and many growing-up businesses do not have a separate to deal with HR (Human Resource) functions. And many business owners falter with things like hiring, tracking time-offs, handling office politics, and keeping track of employee insurance which ends up being too expensive for the business.
So, here we bring you some of the best HR tips for small businesses to keep growing with the right people:
- Use the interview process as a marketing platform.
Many entrepreneurs underestimate the advantages of exuding warmth when they are interviewing candidates for the vacancies they have. A warm and firm handshake before the interview, kind eyes, and a warm smile on your face not only put candidates at ease but also leaves a positive impression of your business in their minds whether you hire them or not.
Be polite when you reject a candidate and if possible, share the reasons why you were unable to hire them. Let them go on a friendly note.
The truth is that one should be honest, polite, and professional in all business interactions – whether he or she is conducting interviews, dealing with vendors and suppliers, or negotiating with clients. In the long run, these simple gestures add up to a huge advantage for a business.
- Be extra careful with hiring your first workers.
A start-up preparing to hire its first workers has to consider its present and future circumstances. These employees, freelancers, laborers, and contractors are going to lay the foundation for your development and advancement. It is a good idea to hire the services of a legitimate online employment screening company to make sure that your first employees have a clean track record.
- Comply with the State Laws regarding Wages and Overtime
Donna Stewart, a management consultant as well as an MBA assignment help provider on GoAssignmentHelp, shares, “One of the most expensive mistakes most small business owners make is not tracking overtime of their employees. Make sure you classify employees correctly, know what the state laws are for hourly and salaried employees, and how much they need to be paid for their work (including overtime).”
“Violation of laws can be very costly and can potentially drown your business. Payroll services can make this process easier for you though”, she suggests.
- Invest time, money, and effort in drafting a proper Employee Handbook.
HR expert at My Assignment Assistance, Sharon Marjor, shares. “Businesses of all sizes often fail to pay enough attention to their employee handbooks. They forget that an employee handbook is the company’s Bible. It lays out rules for employees, warns them of safety hazards, tells workers about the company insurance policy and coverage it provides, attendance and leave policies, and everything that your employees need to know.”
Take time to prepare a proper employee handbook. This simple booklet can save you a lot of money and time in employee orientation sessions and protect you from possible legal actions in the future.
- It’s easier to build a good work culture when you are a small business.
Whether it is about introducing gender equality at your workplace, discouraging office politics, introducing flexible work policies to promote work-life balance for all your employees, enhancing productivity, or promoting an overall-healthy work culture, you need to start when you are still small.
Be fair in your recruitment process. Hire applicants based on their skills and suitability for the job instead of their gender, ethnicity, or other factors that might be discriminatory. Make sure to discourage any hurtful remarks (even covert ones) at the workplace and provide fair wages and career advancement opportunities to everyone.
It is easier to develop a good work culture in small business and sets the precedence to follow when you are ready for expansion.
Millie Turner, an expert offering dissertation writing services UK to students pursuing Human Resource Management programs in the UK and Europe, strongly recommends, “Every business, irrespective of its size, should have an anti-harassment policy. If you do not have a separate HR department, your employee handbook must mention what sexual harassment at the workplace means and how one can report such violations.”
An open-door policy and the promise that prompt actions will take against the culprits make employees feel safe and secure at the workplace. It can help you with a better employee retention rate and attracting new talent.