In January Jay Goltz wrote a great piece reflecting on the past year. One of his major reflections gave great insight into hiring for small businesses. Here are his thoughts:

“We hired about 10 new people last year. Nine have worked out extremely well. One quit for “a better opportunity.” Nobody crashed and burned. These are very good results, especially compared with the old days. What changed? I am no longer leading the hiring process. I have a human resources professional who has been with me for several years.

She has come to fully understand the nuances of my different companies, and she continues to fine tune the process. Many small businesses are not big enough to warrant a full time H.R. person — mine wasn’t until I had about 100 employees — but there are a couple of things that anyone can do and that I believe can be game changers.

There is a huge difference between hiring from the best candidates who show up at your door and hiring from the best candidates in the market. Increasing the pool may require placing more ads, placing better written ads and being patient enough to wait for the right candidates. It may also require more creative recruiting strategies, like finding candidates who aren’t actively looking for a job through social media sites like LinkedIn. That’s the first step.

The second step is reflecting on who is doing the hiring. Is it you, the owner? From my experience and observation, the characteristics that make one a successful entrepreneur frequently make one a lousy hirer. Entrepreneurs love their companies and their missions. They talk about them too much, and they don’t listen enough; the candidate should be doing most of the talking. Owners also tend to be in a hurry. They have 10 other things they need to do, and it is very easy to rush through the process and rationalize choosing a less-than-stellar candidate.

If you believe that hiring is not your strong suit, have someone else do it. There are companies like A Hire Authority that offer contract recruiting services for large and small companies. They write and place the ads, do the interviewing and check the references. Miriam Berger, president, told me that she was seeing an increase in the hiring activity of large and small companies. Improving your hiring protocol will not only make your company better for your customers and other employees, it will make your life easier.”

Read the full story from The New York Times