{"id":39121,"date":"2018-05-08T14:49:23","date_gmt":"2018-05-08T14:49:23","guid":{"rendered":"http:\/\/localhost:8888\/cregital\/disha\/2018\/05\/08\/sme-tips-how-to-hire-and-retain-competent-staff\/"},"modified":"2018-05-08T14:49:23","modified_gmt":"2018-05-08T14:49:23","slug":"sme-tips-how-to-hire-and-retain-competent-staff","status":"publish","type":"post","link":"https:\/\/msmehub.org\/staging\/6671\/sme-tips-how-to-hire-and-retain-competent-staff\/","title":{"rendered":"SME Tips: How to Hire and Retain Competent Staff"},"content":{"rendered":"

In the face of prevalent unemployment crisis, more Nigerians are
\nembracing entrepreneurship and establishing small and medium enterprises
\n (SMEs). A 2014 CNN report<\/a> ranks
\n Nigeria as one of the countries with the highest number of
\nentrepreneurs in Africa. But while the entrepreneurial spirit grips the
\ncountry, startups have often been faced with the serious challenge of
\nhiring and retaining competent staff.<\/p>\n

The difference between whether a startup succeeds or fails is often
\ndependent [among other factors], on the quality of staff hired. But this
\n does not have to be the case should startup owners avail themselves the
\n opportunity to know some tips on what to look out for when hiring.<\/p>\n

    \n
  1. Set the stakes high<\/strong><\/li>\n<\/ol>\n

    While advertising vacancies, SME owners must let their prospective
    \nemployees understand that much is required of them. One of the ways to
    \ndo this is by specifying the qualifications for the role, as well as the
    \n requirements. This may seem like a normal HR practice, but for
    \nentrepreneurs who are hiring their first set of employees, it is extra
    \nimportant. Remember that this is the first time that you are hiring
    \npeople to work for you. You, therefore, must ensure to hire only those
    \nwho can actually reduce the workload on you instead of adding to
    \nit. Moreover, in the face of widespread unemployment and millions of
    \nvery qualified candidates who are in need of jobs, there is no reason
    \nwhy you should settle for less.<\/p>\n

    2. Conduct interviews to select the best<\/strong><\/p>\n

    The recruitment process is a very painstaking and professional one.
    \nWhat this means, therefore, is that you must be your own HR manager
    \n(since you cannot afford an actual HR manager just yet), and ensure that
    \n you get right everything Human Resources would have done in a normal
    \nsetting.<\/p>\n

    That said, your potential candidates must be thoroughly assessed.
    \nThere are many ways to do this. For one, the assessment should start
    \nwith their social media platforms. Check how they socialise online and
    \nhow often they do so. Once again, this is important because you do not
    \nwant to hire who will spend office hours Facebooking<\/em> or sharing pictures on Instagram when they should be working.<\/p>\n

    After you must have screened potential candidates\u2019 online
    \nplatforms, it is now time to invite them for interviews. There should be
    \n more than one interview sections, with the first segment focusing on
    \ntesting the candidates\u2019 competence level relative to what your business
    \nis about. The second phase of the interview should come up after the
    \ncandidate must have passed the first interview. This is the time for you
    \n to critically observe other things such as their levels of
    \ninterpersonal skill, their willingness level for the job, and whether or
    \n not they are only interested in the job for the remuneration. You
    \nshould also use the second interview to talk about the terms of
    \nemployment.<\/p>\n

                                                     MEASURE PASSION!<\/a><\/p>\n

    Skills
    \n and talent are important, but you must also take into account whether
    \ncandidates are passionate about going to work for you. Did they do
    \npre-interview research to inform themselves about your organization? Are
    \n they enthusiastic during the interview? Do they illustrate their
    \ntalents and passion with stories of previous experience? It\u2019s answers to
    \n these types of questions than can help evaluate whether or not
    \npotential employees really want to work for your company, or are simply
    \nlooking for any old job.<\/p>\n

    <\/em><\/a><\/p>\n

    \"\"
    Entrepreneurs should consider hiring their fans who will be committed<\/figcaption><\/figure>\n

    3. Hire your fans!<\/strong><\/p>\n

    As an entrepreneur, it is important to develop a following; people
    \nwho are not just customers, but who look up to you and want to be like
    \nyou. Most entrepreneurs naturally know how to do this. But just in case
    \nyou do not, one of the ways is by maintaining active social media
    \nhandles, networking, appearing on radio talk shows and making public
    \nappearances where you give speeches.<\/p>\n

    One of the importance of developing a fanbase (asides them being your
    \n potential customers), is that they can also become your employees. An
    \narticle published by     Entrepreneur<\/a> says
    \n that hiring your fans “means hiring people who will take ownership of
    \nthe company and, as a result, will work harder than regular employees.”  Also, fans are great for word-of-mouth marketing. If they truly enjoy
    \nworking for your startup, they will tell their friends how great it is
    \nto work for you and eventually, these friends will want to work for you
    \nas well. If your fans do not have the right skills for your startup, you
    \n might consider finding a place for them anyway. Attitude can
    \ntrump skills in some roles.\u201d<\/p>\n

    4. Let every employee on your team interview potential candidates at the same time!<\/strong><\/p>\n

    While interviewing potential candidates, there is need to make them
    \nfeel welcome even without losing the whole essence of the interview. And one of
    \nthe ways to do that is to allow everyone else already in your team to
    \ninterview the prospective intake. This gives the potential employee the
    \ngood impression that your office is more than just a work environment
    \nbut also a home they should belong to. At the same time, it introduces
    \nthe new intake to the different mix of people he or she will be working
    \nwith; after all, there is always a dynamic workforce in every office
    \nwhereby different people display different habits. As Nathaniel Koloc
    \nimplied an article published on     The Muse<\/a>, 
    \n a potential candidate\u2019s ability to work well with your team can be
    \ndeduced from how he or she handles such an interview section.<\/p>\n

    5. Ensure a conducive work environment:<\/strong><\/p>\n

    So let us assume that you have interviewed the most qualified
    \ncandidates and employed them, there is no guarantee that they will stay
    \nif you treat them badly. This is why you must provide a conducive work
    \nenvironment for your employees. Pay according to industry standards, and
    \n be committed to availing them all the opportunities they need, as much
    \nas you can afford. Also, ensure that all reprimands are commensurate to
    \nthe offence committed. Do not be the kind of boss you do not want anyone
    \n to be to you.<\/p>\n

    On a final note, always bear in mind that a valuable human resource
    \nis one of the greatest resources any company can have. Therefore, even
    \nthough your employees are indispensable, learn to value them as much as
    \nyou value all the other resources in your startup.<\/p>\n

    Writer:<\/strong> Emmanuel Abara Benson<\/p>\n

    <\/p>\n

    <\/figure>\n

    <\/em><\/a><\/p>\n

    <\/p>\n

    <\/p>\n

    <\/p>\n","protected":false},"excerpt":{"rendered":"

    SME Tips: How to Hire and Reta…<\/p>\n","protected":false},"author":1095,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"nf_dc_page":"","site-sidebar-layout":"default","site-content-layout":"","ast-site-content-layout":"default","site-content-style":"default","site-sidebar-style":"default","ast-global-header-display":"","ast-banner-title-visibility":"","ast-main-header-display":"","ast-hfb-above-header-display":"","ast-hfb-below-header-display":"","ast-hfb-mobile-header-display":"","site-post-title":"","ast-breadcrumbs-content":"","ast-featured-img":"","footer-sml-layout":"","ast-disable-related-posts":"","theme-transparent-header-meta":"","adv-header-id-meta":"","stick-header-meta":"","header-above-stick-meta":"","header-main-stick-meta":"","header-below-stick-meta":"","astra-migrate-meta-layouts":"default","ast-page-background-enabled":"default","ast-page-background-meta":{"desktop":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"ast-content-background-meta":{"desktop":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"tablet":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""},"mobile":{"background-color":"var(--ast-global-color-5)","background-image":"","background-repeat":"repeat","background-position":"center center","background-size":"auto","background-attachment":"scroll","background-type":"","background-media":"","overlay-type":"","overlay-color":"","overlay-opacity":"","overlay-gradient":""}},"footnotes":""},"categories":[343,344],"tags":[550,705,600],"class_list":["post-39121","post","type-post","status-publish","format-standard","hentry","category-human-resources","category-talent-sourcing","tag-entrepreneurship","tag-staff-recruitment","tag-startups"],"yoast_head":"\nSME Tips: How to Hire and Retain Competent Staff - 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