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September 1, 2025

The Hiring Timeline For Job Seekers And Employers

One of the biggest variables in the remote job market is time. Job seekers often ask, how long does it take to get hired for a remote job? Meanwhile, small business owners and employers wonder, how long should it take to hire someone for my team?

The Job Seeker’s Timeline

For job seekers, especially moms re-entering the workforce or looking for more flexible opportunities, the timeline can feel unpredictable. On average, it takes between three and six months to land a new role. Remote positions can take longer because competition is strong and the best jobs often receive a high number of applications.

That does not mean job seekers are powerless. The length of the process depends on several factors:

  • The first is industry demand. Some roles like customer support, admin assistance, and social media management often fill quickly. More specialized roles, such as technical or executive-level positions, may take longer to secure. 
  • Application quality matters as well. Generic resumes often disappear into the pile, while tailored, personalized applications stand out. 
  • Consistency plays a role as well. Those who apply steadily to carefully selected opportunities see faster results than those who submit sporadically. 
  • Networking can also shorten the process considerably since connections often lead to opportunities.

Platforms like HireMyMom give job seekers an advantage by filtering out scams and irrelevant postings. By connecting directly with small businesses who want to hire experienced candidates for remote jobs, job seekers save time and find opportunities that are already aligned with their needs for flexibility and legitimacy. To make the process even easier, HireMyMom offers a variety of packages for job seekers that provide access to these carefully curated opportunities.

The Employer’s Timeline

Employers ask a slightly different question: How long should it take to hire someone for a remote role? Small businesses often do not have the luxury of waiting months to fill an urgent position. The longer a role sits open, the more work piles up and the more stressed business owners become.

Ideally, hiring for remote roles takes between one and three weeks. When an employer creates a clear job posting, targets the right audience, and communicates efficiently with applicants, the process moves quickly. At HireMyMom, many employers report hiring within days because they are reaching motivated, pre-screened candidates who are actively searching for flexible, family-friendly opportunities.

Additionally, the speed of hiring depends on the employer’s process. A vague job description leads to mismatched applications, slowing everything down. Posting on general job boards often means sifting through hundreds of unqualified candidates, which can drag out hiring for weeks. Posting on a specialized remote hiring platform allows employers to connect with reliable talent more efficiently. Employers who want to hire virtual assistants, part-time help, or project-based remote workers find the best results when they cut out unnecessary interview rounds and respond to candidates quickly. To support this, HireMyMom offers several packages for employers designed to make posting listings simple, affordable, and effective.

Why the Timelines Differ

The difference in timelines highlights an important reality: That job seekers and employers are operating on very different clocks. A job seeker may expect to search for months, while an employer wants their role filled within weeks. This gap can create frustration for both sides if expectations are not aligned.

For job seekers, it is important to recognize that employers often want to move quickly once they find the right fit. That means tailoring applications and responding promptly can make all the difference.

Staying Motivated as a Job Seeker

For moms looking for remote work, staying motivated during the search is half the battle. Setting aside regular time for applications helps keep the process consistent. Tracking progress, such as which jobs you have applied to and which employers responded, prevents discouragement and provides a sense of accomplishment. Even small wins like receiving a personalized reply can be encouraging. Building a strong resume through online courses or certifications also builds confidence and keeps resumes fresh. Applying on targeted sites like HireMyMom cuts down the wasted time spent on irrelevant or misleading postings.

Staying Efficient as an Employer

For employers, the key to faster and more successful hiring is clarity and focus. A detailed job posting with expectations for skills, hours, and pay reduces mismatches. Posting in the right place also matters. General boards might give volume, but specialized platforms like HireMyMom give quality. Speed of communication is another factor. Candidates who do not hear back quickly may accept offers elsewhere. Employers who respond promptly and keep their process simple find reliable remote employees faster and with less stress.

The Realistic Breakdown

So how long does it really take? For job seekers, expect one to six months to land a remote job depending on your field, application strategy, and level of flexibility. For employers, plan on two to three weeks if you create a clear job description, post in the right place, and communicate quickly with candidates.

The job search and hiring process are not always instant, but they do not have to be drawn-out or stressful either. For job seekers, persistence and consistency pay off. For employers, prepartion and clarity are the best tools for finding reliable talent.

If you are a mom asking yourself how long it takes to get hired for a remote job, the answer may be longer than you would like, but it is worth the effort. If you are a small business owner wondering how long it should take to hire someone, the answer is much shorter, provided you post your job where the right candidates are already looking and move the process along by communicating promptly with candidates.

HireMyMom exists to bridge that gap, helping job seekers and employers meet in the middle. By focusing on flexible, remote opportunities, we make it faster and easier for both sides to find the right fit.

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August 25, 2025

Don’t Hire The First Good Candidate You Meet

Even with the evolution of technology, the hiring process is still daunting. From drafting all the materials to sifting through applicants, the process is time intensive. Since it is so easy for anyone to apply to a job now, companies are often overwhelmed with applicants from the very second they post an open job listing. Due to this high influx of candidates, hiring departments can easily get weary of managing it all. This can lead to jumping onto the first candidate they find that sort of meets the qualifications.

As someone with over twenty years of experience hiring candidates and helping job seekers optimize their application materials, I encourage companies to keep looking. Yes, the process can be fatiguing. Yes, it can be extremely overwhelming. However, hiring the first candidate you meet that seems okay can actually cost your company in the long run.

The Cost Of The Wrong Hire

First and foremost, hiring someone who is not completely qualified means that training will be involved. This can be expensive for a company, and it means that a person will not be able to work while they are learning something new — which also costs the company in productivity. There is always the risk as well that you hire someone, pour lots of resources into them to train them, and then they leave.

However, this training period does not just affect the new hire. It also affects other team members. There will most likely be a team member that is conducting the training or even just following up on a new hire’s progress. That is time that person could have spent doing other things for the company. Additionally, while the new person is training, what happens to the work that falls under their job description?

Companies often ask other team members to pick up the slack in the meantime. This causes others to be stressed, overloaded, and they might fall behind on the work they are supposed to be doing themselves — not just the extra they have been asked to take on. While teams are always excited to fill an open spot, onboarding someone new can be a little tricky.

What To Do About The Perfect Hire

It should be mentioned that you will almost never find your dream candidate. That unicorn you are looking for is just that: a nonexistent unicorn. While you should not just hire the first person you meet that seems to somewhat fit the requirements, you also should not hold out for an absolutely perfect hire.

Instead, find a candidate who gets close to all the requirements. For example, your team uses Jira to manage projects, and you are looking to hire a new project manager. This new hire might not have experience in Jira, but maybe they have experience in Asana. While the two systems have their differences, they are extremely similar. That candidate has a good foundation in project management software that can be translated to a new one. On the other hand, if there is a candidate that has zero experience in any type of project management software, you should probably look for someone else.

Look for someone who is a quick learner that can make up for any experience they might be lacking, and consider slowly onboarding a team member. For example, if you are hiring someone to create marketing emails, start them off creating emails, but wait to train them on the project management software they have to use to keep track of said emails. This will ensure that their immediate duties are taken over so the rest of the team is not stressed as they continue to try and create emails plus do everything else.

Tips To Overcome Hiring Fatigue

If your company has been searching for a candidate for a bit and you are feeling fatigued, it is important to take breaks. Again, the wrong candidate can be extremely costly for your company. If something goes wrong with a new hire and they leave, the entire process must be repeated for someone else.

If your team feels fatigued from looking through all the applicants, have them take a break. This might look like just getting up to get some coffee or trading some tasks with a team member so that they can do something else for a bit to clear their mind.

Offer them encouragement. The right team member is just around the corner, they just have to keep searching. Bonuses are also a great incentive to encourage employees, so during extra tricky hiring times, you can offer a bonus for bringing in quality candidates.

Bring in AI to help the process. If your company is not already using AI, consider doing so now. The software can easily read through hundreds or thousands of resumes in an instant, pulling out qualified candidates by reviewing keywords they have used in their resume and comparing the work history/education to the job requirements. AI can be a huge help here as the first stage of the hiring process — reviewing potential applicant’s materials — is often the longest.

However, if your company prefers to do things the old-fashioned way, try to batch potential candidates. This means that you post the job. Leave it open until it hits a certain number of applicants. Maybe your team can handle fifty or maybe they can only handle ten. Whichever works best for your team, wait until you receive that many applicants and then turn off the job listing. That way your team does not feel overwhelmed looking at current applicants while new ones pile up. Then, if quality candidates are not found in that original pool, you can open up the job listing again.

Just remember, while hiring a new team member to help the company is important, your current employees are just as important. Make sure you are listening to them on how they feel about the process to avoid hiring burnout.

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July 1, 2025

Remote Work Isn’t Dead—But You Need to Know Where to Look (and Hire)

What LinkedIn’s Survey Means for Job Seekers and Small Businesses

When the pandemic hit in 2020, remote work exploded overnight. For many, it was a breath of fresh air—freedom, flexibility, and the ability to work from home became the new norm. But according to LinkedIn’s Workforce Confidence Survey (March 2025), the tide may be shifting.

Remote roles are becoming more competitive and harder to find. In 2020, 46% of employees were working remotely. As of early 2025, that number has dropped to 26%, while 55% of employees are now mostly back onsite.

So, does this mean the era of remote work is over? Not quite.

Remote Work Isn’t Going Away—It’s Evolving

Yes, the percentage of remote roles has decreased since the pandemic’s peak. But perspective matters: in 2019, before the pandemic, just 6.5% of private-sector workers worked from home. Today, that number is still four times higher.

Remote work has simply stabilized—it’s no longer a pandemic-era necessity, but it remains a strategic option for many businesses and professionals who value flexibility, focus, and a better work-life balance.

What This Means for Job Seekers

If you’re a professional looking for remote work, it might take more intention and discernment to find the right role—but it’s absolutely possible. The good news? HireMyMom.com was built for this exact moment. We specialize in connecting highly skilled professionals—especially moms—with legitimate, flexible, remote job opportunities from small businesses that value quality, reliability, and relationship.

Here’s what sets HireMyMom apart:

  • We vet every job post—no scams, no fluff.
  • We attract mission-minded small businesses who respect your time and skills.
  • You’ll find flexible roles across marketing, admin, writing, customer service, account and project management and more.

What This Means for Small Business Owners

If you’re a small business owner, you may be wondering if remote hiring still makes sense. The answer? Absolutely.

In fact, with more large companies pulling talent back into offices, you have a golden opportunity to tap into experienced remote professionals who want to work on meaningful, flexible roles. Whether you need a part-time bookkeeper, a social media manager, or an executive assistant—you’ll find trustworthy, talented candidates on HireMyMom.

Bonus: HireMyMom saves you time and hassle. You won’t be lost in the noise like on the big job boards.

Final Thoughts

Yes, remote work is facing new challenges—but that just means job seekers and small business owners need a better way to connect. That’s where HireMyMom.com comes in.

→ Job seekers: Create your profile and start applying for your dream remote job today.

→ Business owners: Post your remote job and find your perfect hire.

The future of remote work isn’t gone—it’s just more focused. Let’s build that future together.

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May 12, 2025

The Hidden Costs of a Bad Hire for Small Business Owners

Hiring the right person can be one of the most rewarding decisions a small business owner makes. But hiring the wrong person? That can be one of the most expensive—and exhausting—mistakes. Many small business owners handle hiring on their own, without the support of an HR department or recruiter. Often, they’re in a hurry, trying to fill a position quickly to keep things moving. But rushing the process or hiring based on instinct alone can lead to costly consequences.

While the most obvious cost of a bad hire is financial, the ripple effects touch every part of your business—from lost time and productivity to damaged team morale and even the personal well-being of the owner.

The Financial Fallout: It Adds Up Fast

Let’s start with the numbers. According to the U.S. Department of Labor, the average cost of a bad hire can be as much as 30% of that employee’s first-year salary. That means if you hire someone at $60,000 per year and they don’t work out, you’re potentially out $18,000—and that’s a conservative estimate.

Why so high? Think about all the direct and indirect expenses that go into hiring: placing job ads, reviewing resumes, conducting interviews, onboarding, training, and then managing performance issues. If that person doesn’t last or underperforms, you’re not just out their salary—you’re also on the hook for replacing them. That means repeating the entire hiring process, which doubles your costs and delays your progress even further.

For small business owners operating on lean budgets and tight margins, those dollars aren’t just numbers on paper—they’re real investments that could have been used for growth, marketing, or technology upgrades.

Time: The Most Undervalued Casualty

If money is the obvious cost of a bad hire, time is the sneaky one that quietly drains your business. When a hire doesn’t work out, it creates a time suck on multiple levels.

You may find yourself spending hours trying to coach or train them, cleaning up mistakes, or even doing their work yourself just to meet deadlines. And when it becomes clear they’re not a fit, the process of letting them go, handling exit paperwork, and restarting your search only adds to the delay.

Every minute you spend managing the wrong hire is a minute you’re not spending on revenue-generating activities or strategic planning. As a small business owner, your time is arguably your most valuable resource—and losing it to a bad hire is like throwing away momentum.

Damaging Your Team From the Inside

Bad hires don’t just affect your workload—they can affect your entire team dynamic. Small businesses often operate like families: tight-knit, highly collaborative, and dependent on mutual trust. When someone new joins the team and doesn’t pull their weight, it creates friction and frustration.

Your best employees may feel like they’re carrying the load, leading to resentment. If the bad hire is rude, negative, or uncooperative, morale can quickly plummet. In some cases, a single toxic team member can drive away your top performers—costing you even more in long-term talent loss.

Hiring mistakes also impact how your team views your leadership. Employees may begin to question your judgment, especially if the problem team member lingers too long. That erosion of trust can take months to rebuild, even after the issue is resolved.

The Personal Toll No One Talks About

What’s often left out of the conversation is the emotional and personal toll a bad hire can take on the business owner. Many small business owners feel a deep sense of responsibility for every person on their team—and when a hire goes wrong, they internalize it.

There’s the guilt of making a bad call, the stress of difficult conversations, and the anxiety of making another hiring mistake. You might lie awake at night wondering how to fix the situation, dreading the confrontation, or worrying about how your team is coping.

All of that adds up to mental fatigue and emotional burnout. And let’s face it—when you’re overwhelmed and emotionally drained, it’s hard to show up as your best self for your business, your customers, or your family.

Why Small Business Owners Are Especially Vulnerable

Unlike larger companies with HR departments, small business owners are often winging it when it comes to hiring. Many are making these decisions in isolation, without a second opinion, using job descriptions they’ve copied from the internet, and relying on gut instincts in interviews.

They may also hire out of urgency—because a client just signed on, or an employee gave two weeks’ notice—and skip critical steps like checking references, testing skills, or thoroughly evaluating fit.

When the pressure is high, the temptation is to fill the seat as fast as possible. But in many cases, hiring no one is better than hiring the wrong one.

How to Avoid the Hiring Trap

The good news is: a bad hire doesn’t have to be your reality. Here are a few smart strategies to help you avoid falling into the trap:

  • Take your time. Rushing to hire often leads to regrets. It’s worth pausing to make sure the person is truly the right fit.
  • Use skills-based assessments. Don’t rely on resumes alone. Give candidates a small task or test project to see how they think and work.
  • Check references. A quick call can reveal a lot about past performance and attitude.
  • Bring someone else into the interview. A second perspective can help you spot red flags you might miss.
  • Use trusted hiring platforms. Services like HireMyMom.com specialize in vetting talent, making it easier to hire with confidence and peace of mind.

For more insights on the importance of thorough hiring processes, check out this blog: Implementing Effective Hiring Protocols in Your Small Business.

Final Thoughts

Hiring is one of the most important—and riskiest—decisions a small business owner can make. A bad hire doesn’t just cost you money. It costs you time, productivity, culture, and sometimes even your peace.

But with the right approach, tools, and support, you can hire smarter—and build a team that supports your growth, shares your values, and makes your business stronger every day.

And better yet, HireMyMom’s Concierge Service can handle all the stress of making the right hire with our experienced HR professionals taking all of the angst and worry out of making these difficult hiring decisions. You can learn more about our Concierge service here or book a free consult here.

Ready to make your next hire your best one yet? Visit HireMyMom.com and start your search today.

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April 21, 2025

How Personality Tests Can Benefit Your Small Business Hiring Process

Small businesses often face challenges in finding the right employees who can seamlessly integrate into their team. Personality tests have emerged as a valuable tool in the hiring process, helping these businesses make more informed decisions. These tests assess various personality traits, providing insights into a candidate’s behavior and work style. By gaining a deeper understanding of a candidate’s personality, employers can better predict their compatibility with the company’s culture and the specific demands of the role. This approach not only aids in selecting the right candidates but also enhances overall team dynamics and productivity.

Advantages of Personality Tests for Small Businesses

One major advantage is the ability to find the right fit for the company faster. Personality tests provide insights into a candidate’s behavior, helping employers quickly identify those who align with the company’s values and culture. For example, small retail businesses that utilized free DISC assessments reported a 40% improvement in customer satisfaction after hiring employees whose DISC profiles matched customer-facing roles. This shows that aligning an employee’s personality with the job requirements can enhance overall business performance.

Moreover, personality tests assist in ensuring that a candidate’s personality aligns with the job requirements. By understanding a candidate’s strengths, weaknesses, and work style, small businesses can ensure that new hires are well-suited for their roles. This not only boosts productivity but also reduces turnover, as employees are more likely to stay with a company where they feel they fit well.

Limitations of Personality Tests

Despite their benefits, personality tests have limitations that small businesses should keep in mind. One major drawback is that these tests do not provide a complete picture of a candidate. They can shed light on certain traits and behaviors but cannot capture the full scope of an individual’s character or professional abilities. Thus, relying solely on these tests can lead to missing out on other critical factors such as specific job skills, work experience, and the candidate’s overall fit with the company culture.

Additionally, there is the risk of placing too much emphasis on the results of these assessments. Over-reliance on personality test outcomes might cause employers to undervalue other essential evaluation components, such as face-to-face interviews or practical skill tests. It’s important to remember that personality tests are designed to be one part of a comprehensive hiring strategy, rather than the sole determinant of a candidate’s suitability.

Best Practices for Implementing Personality Tests

Selecting the appropriate personality tests is essential for aligning with your company’s values and job requirements. Each test measures different traits, so it’s crucial to identify those that will provide the most relevant insights for your business. Additionally, it’s important to integrate the results with other evaluation methods. Complementing personality tests with interviews, reference checks, and skill assessments ensures a holistic understanding of each candidate. This multifaceted approach helps balance the limitations of personality tests, offering a more comprehensive view of the candidate’s fit for the role.

Regularly updating and reviewing your testing methods can also enhance their effectiveness. Ensure that the tests remain relevant to evolving job roles and company needs. Properly training hiring managers on interpreting and utilizing test results can further optimize the hiring process. Lastly, communicate openly with candidates about the purpose and use of these tests, fostering a transparent and fair hiring environment. This will not only build trust but also set clear expectations from the outset.

Has your company successfully implemented the use of personality tests in the hiring process? We would love to hear how that has worked for you!

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June 11, 2024

Implementing Effective Hiring Protocols in Your Small Business

As a small business owner, finding the right talent to help grow your company can be a challenging task. The hiring process itself can be long and arduous without proper planning. However, if you go into it with a structured goal, it can streamline the experience for both sides (job seekers and employers) so that you can onboard the talent you’re looking for.

Understanding the Importance of a Structured Hiring Process

Navigating the hiring landscape efficiently requires a well-thought-out structure; it’s akin to having a roadmap. By embedding a structured hiring process into your small business operations, you can significantly enhance your ability to sift through candidates effectively, minimizing the time and resources typically expended in the hunt for the ideal team member. This organized approach not only helps in streamlining the recruitment effort but also substantially lowers the risk of turnover by ensuring the individuals you choose are well-suited for their roles and aligned with your company’s culture and values. 

Your roadmap should have a few important stops along the way: crafting the job description, sifting through candidates, interviews, and onboarding. You need to consider what you’re looking for — what are the minimum requirements a candidate needs and what does your “unicorn” candidate who has every qualification look like? How many interactions with your company do you feel are needed with a potential job seeker before you hire them? All of these questions should be answered on your roadmap of effective hiring protocols.

Crafting Effective Job Descriptions

An engaging and clear job description is your first opportunity to connect with potential candidates and make a lasting impression. It’s essential to outline the key responsibilities and expectations of the role precisely. Ensure you detail the qualifications, skills, and experience necessary for a candidate to succeed. However, it’s equally important to go beyond the basics. Infuse your job description with the personality of your small business; let candidates know what makes your company a unique and exciting place to work. 

Highlight the culture, values, and any benefits or growth opportunities that set you apart. To attract a diverse and talented pool of applicants, use language that encourages candidates from all backgrounds to apply. This does not mean you need to craft an entire novel about your business. Just provide a few sentences that sum up the core of your company. Then dive into the job description details. Provide a few sentences about daily tasks, and then include a bullet point list of what a candidate should bring to the table. 

As part of your hiring protocols, find a job template that works for you and use that moving forward for all new hires. This keeps things uniform and makes it easy to fill in what is needed. You can learn how to craft a great description like this and more in our Hiring Made Easy course, if you need help getting started.

Conducting Interviews That Reveal True Potential

You’ve used your template and posted your job. Now it’s time to sift through candidates. When establishing your hiring protocols, figure out what immediately disqualifies candidates. Do you need someone who has experience in your industry? Look for that first on application information. That will keep you from reviewing unqualified candidates. Create a checklist that you can reference with each application. From there, it’s time to reach out to those who meet your requirements and schedule an interview or two.

Interviews offer a golden opportunity to peel back the layers and truly understand what a candidate brings to the table. The key to a successful interview is crafting questions that invite candidates to share their stories, highlighting their unique experiences and problem-solving skills. Encourage them to discuss times when they’ve made a significant impact in previous roles, navigated complex challenges, or brought innovative solutions to the table. 

Create questions that are specific to your own company and pull from your own knowledge. Maybe your website crashed one day, ask your new digital marketing candidate how they would handle that scenario. Follow that up by asking if they have experienced something similar. Be sure to use unexpected scenarios like web crashes, but also include issues your company encounters daily. Perhaps your accounting department has to reach out to sales to collect orders — ask potential accountants in interviews how they would go about interacting with the sales team with tact to get what is needed. Write a list of questions to use as an outline for each new candidate.

A great interview is a two-way street. It’s about discovering if there’s a mutual fit, so be open about your expectations and what it’s truly like to work at your company. This honesty fosters a positive candidate experience and sets the stage for attracting individuals who are genuinely excited to contribute to your business’s success. Encourage candidates to ask questions of you as well.

Streamlining Onboarding

Finally, the last point on your hiring roadmap should be onboarding. Candidates that are thrown into the deep end and told to learn how to swim on the fly are normally the first to jump ship. Employees want to know they are supported if they have questions. Create a to-do list for onboarding that you can check off for each new hire to create a smooth process. Start with an orientation to show people how daily life works at your company. Follow up by giving your new hire access to any accounts they will need. Give your new employee tasks to get started, but pair them up with a seasoned professional at your company that can walk them through the process. 

A big step many companies miss is closing out onboarding. Once someone seems to feel comfortable with a task, companies often leave them to themselves. Have a final exit interview to see how candidates felt about the onboarding process. Ask for feedback! Then, set up consistent check-ins to ensure the employee feels comfortable with their job throughout their time with your business.

With established protocols in place, you can create uniformity in job posts with templates and streamline the onboarding process with a well-established to-do list. Feeling a little overwhelmed with this process? Our HR experts can help!

 

 

 

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May 9, 2024

Attract the Best Candidates with these Job Post Tips for Small Businesses

As a small business owner, finding the right employees can be a daunting task. With the rise of online job boards and social media platforms, the competition for top talent is fiercer than ever. However, it’s not just about attracting candidates, but also ensuring that your job posts are legitimate and authentic.

Communicate Your Business Values

By clearly stating your company’s mission, vision, and values, you can differentiate your business from others and attract candidates who align with your principles. Use your job posting as an opportunity to showcase what your business stands for and how it operates. Highlight any unique benefits or initiatives that set your company apart. This transparency will not only attract candidates who share your values but also help weed out those who may not be a good fit. You can even provide some social proof from current employees through testimonials of what it is like to work at your business. Remember, candidates are looking for more than just a job – they want to be a part of something meaningful. 

Use Professional Language and Format

Avoid using overly casual or slang terms and opt for clear and concise language that conveys professionalism. Use proper grammar, spelling, and punctuation to demonstrate attention to detail. Structure your job postings in a clean and organized format, using bullet points or subheadings to make information easy to read and understand. Avoid excessive use of jargon or industry-specific terms that may confuse applicants. Remember, the way you present your job posting reflects your business’s image and reputation, so take the time to ensure it is professional and polished. If you need help writing a job description, our Small Business Concierge Service can help!

Be Transparent About Salary and Benefits

Candidates want to know what they can expect in terms of compensation and perks before they invest time and effort into the application process. So, be upfront about what you have to offer. Clearly state the salary range and any additional benefits, such as insurance, perks, training or flexible work options. This will not only help candidates determine if the position aligns with their expectations but also demonstrate your commitment to fair and equitable compensation.

Provide Contact Details and Application Process

One of the most frustrating experiences for job seekers is coming across a job posting without any contact information or clear instructions. As a small business owner, you want to make it as easy as possible for qualified candidates to reach out to you and submit their applications. Provide your contact details, such as an email address or phone number, so that candidates can easily get in touch with any questions or to submit their resumes. Additionally, clearly outline the application process, whether it’s through an online form, email, or some other method. By providing clear contact details and an easy-to-follow application process, you’ll not only make a good impression on potential candidates, but you’ll also increase the chances of attracting qualified applicants.

Actively Engage with Applicants

Don’t just sit back and wait for resumes to come in – take a proactive approach in your hiring process. Respond promptly to inquiries and applications, acknowledging receipt and providing a timeline for next steps. Ask thoughtful and relevant questions to gain further insight into candidates’ skills and experiences. Schedule interviews in a timely manner and keep candidates informed throughout the process. Provide feedback and updates, even if it’s to let them know they didn’t make it to the next round. Many applicants are dealing with the frustration of being ghosted during the hiring process (for those that are not familiar with “ghosting”, this is when a candidate interacts with a company and at some point of the process, the candidate never hears back from the company even after following up). Some open positions may receive hundreds of applications which can make it difficult to respond to everyone, but you can set up automations to inform candidates of what is happening within the process so that they know where they stand with your company.

If you feel a little uncertain about the whole hiring process, then check out our self-paced online course Hiring Made Easy where you can learn from industry experts how to craft the perfect job description, what steps you should go through when hiring, what salary you should offer, and more.

 

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March 16, 2024

Overcoming the Fear of Hiring as a Small Business Owner

As a small business owner, the decision to hire new employees is an important one. It can also be intimidating and filled with anxiety. The thought of taking on the responsibility of providing wages and other expenses associated with hiring can be overwhelming. However, it’s important to remember that hiring is essential for the growth of your business. Let’s look at ways to overcome the fear of hiring as a small business owner and how to make the process easier:

Define Your Ideal Employee

It is important to take the time to carefully define your ideal employee or contractor before you begin the hiring process. This means taking the time to think about what qualities and skills you are looking for and which of these would be most beneficial to your business. Make sure to consider qualities like team-orientation, communication skills, work ethic, dependability, problem-solving abilities, and any other unique traits or qualifications that are relevant to your particular business needs. You should also think about the type of personality that will fit best with the company culture you are hoping to foster. By taking the time to define your ideal employee upfront, you will be better able to identify qualified candidates who possess the qualities and skills that you desire.

Create a Plan

The key to success is to create a plan ahead of time so you know what to expect. Start by making a list of all the tasks required to hire a new employee. This should include outlining what tasks this job will entail, what specific skills and experience you are looking for in your new hire, taking this information to draft the job post, then deciding what questions to ask in an interview to help you find the best candidate. Once your job posting is live, make sure you’re organized with the applications you receive. Consider creating a spreadsheet that outlines each candidate’s qualifications and notes from the interviews. This will help you easily compare each applicant and make your final decision. Additionally, establish a timeline for when you plan to make an offer and inform candidates. Outlining your expectations ahead of time will help ensure everyone is on the same page and save you time in the future. Finally, if this is your first time hiring, you may want to consult an experienced advisor who can answer any questions and provide advice on the best practices for hiring.

Hire for Potential, Not Just Experience

You want to make sure you hire the right person for the job, but you may be afraid to take a chance on someone without a lot of experience. However, this shouldn’t stop you from considering potential over experience. When it comes to hiring for potential, start by looking for someone who is highly motivated and eager to learn. Ask yourself questions like, “Does this candidate demonstrate a genuine interest in the position?” and “Do they have any related skills or knowledge that could benefit the job?” This will help you identify people who might have the aptitude for the role, even if they don’t have all the necessary experience.

Also look for candidates who have transferable skills. Are there any abilities they developed in a previous role that could be applied to your position? A great example of this is a mom who has to stay highly organized managing her family which translates into a very diligent personal assistant that can keep your calendar on track. Finally, remember that even if someone doesn’t have all the required experience, they can still be successful in a position if they are willing to put in the effort. Investing in a strong training program and providing adequate resources will help bring inexperienced employees up to speed more quickly. Ultimately, don’t be afraid to consider hiring for potential instead of experience when it comes to filling positions in your small business. There are plenty of motivated and talented individuals out there who just need a chance to prove themselves. By taking the time to invest in them, you could find yourself with a loyal and hardworking team member.

Take the Time to Train Your New Employees

While it may be tempting to simply have a new employee start working without any training, it’s important to invest the time and effort in training your new team members. Training doesn’t have to take long or be complicated. A comprehensive orientation process can cover all of the basics and ensure that everyone is on the same page. You can also break down your training into smaller pieces and offer ongoing education on specific topics.

When creating a training program, be sure to focus on the basics and make sure all of your employees understand the core processes of your business. You should also ensure that new employees learn how to use the technology they need to do their job. Having an in-depth understanding of your products and services is also essential, so make sure to include this as part of the training program. Finally, remember that while new employees will likely need additional guidance as they get up to speed, giving them a strong foundation at the outset can pay dividends down the line. It can also be helpful to get feedback from current employees on what they wish they had known when they first started so you can incorporate this into your new employee training program.

Set Clear Expectations from the Start

As a small business owner, you need to make sure that everyone is on the same page. Before hiring someone, you should let them know what is expected of them in terms of work hours, job duties, and any other relevant information — you should also communicate this to the rest of your team. They can help you through the hiring process, which can act as a support group for overcoming anxiety in this area. It is okay to share with your current team your fears about onboarding a new member. Getting their perspective in this area can be extremely helpful!

Make sure your new employee knows exactly what is expected of them, so that there are no surprises or misunderstandings. Let them know that you are available to answer any questions they may have, and that you are there to help them succeed. Ask them what their goals are and how they plan to achieve them. By having these conversations, you can ensure that everyone is working together towards common goals. Finally, make sure to document your expectations in writing. Having everything in writing can help keep everyone accountable and make sure that everyone is on the same page. It can also serve as a reference point if there is ever any confusion about expectations or roles.

We understand that even with these tips the hiring process can be intimidating. We have resources available that can help! Our Small Business Concierge Service can help you with the entire hiring process from helping you create a solid job post, receiving and reviewing incoming applications and resumes, conducting interviews, presenting you with the top 2-3 candidates and even helping with the onboarding process if desired. 

Or if you are interested in learning more about the hiring process on your own, we have a self-paced course called “Hiring Made Easy” that can teach you valuable tools to use such as what to know before you hire, what questions to ask during an interview and what the going rate of pay is for common roles. At HireMyMom, we are here to help you every step of the way. Contact us today if we can be of any assistance. 

 

 

 

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August 14, 2023

Are You a Job Seeker Feeling Frustrated? Tips for When You Don’t Hear Back

It can be disheartening to invest time and effort into applying for a job and never hear back, especially when you’re eager to start a new job. It’s important to remember that not every employer responds to all applicants; however, if you’re consistently not hearing back from any employers, it may be time to reevaluate your application materials. Let’s explore some tips for coping with not hearing back after applying and how to set realistic expectations for yourself as a job seeker:

Understanding the Hiring Process

The hiring process can be lengthy. Employers often receive a large number of applications for each job posting and it takes time for them to review each one. Additionally, there may be multiple rounds of interviews and assessments before a final decision is made. This means that even if you are a strong candidate, it may still take some time before you hear back.

Secondly, it is important to understand that not every employer will get back to you. It is a common practice for employers to only contact candidates who are selected for an interview or to let them know that the position has been filled. This means that if you do not hear back from an employer, it does not necessarily mean that your application was not strong. We encourage all employers to respond to applicants, especially those that have made it far through the hiring process, but unfortunately not all employers will respond. If you are worried about your application, you can always reach out to the company for a follow up.

Finally, it is important to remember that the hiring process can be subjective. Each employer has their own criteria for selecting candidates and what may be a strong application for one company may not be for another. Additionally, some companies use applicant tracking systems that filter out candidates who don’t meet certain qualifications or who don’t use certain keywords in their application materials. It is important not to take rejection personally and to keep applying to other opportunities. It’s also helpful to reevaluate your application materials and make sure they’re tailored to each job you apply for. With persistence and a little bit of luck, you’ll eventually land your dream job.

Reevaluating Your Application Materials

By taking a critical look at your materials, you’ll be better equipped to make any necessary changes and increase your chances of getting a call back from employers.

  1. Does your resume clearly showcase your skills and experience? 
  2. Are there any typos or grammatical errors?
  3. Is your cover letter tailored to the specific job you’re applying for?
  4. Employers often do a quick Google search on candidates before considering them for a position. Make sure your online presence is professional and appropriate.
  5. Are your references up-to-date and relevant?
  6. Are you using keywords from the job description in your application materials?

Tips for Moving Forward

It can be disheartening to not hear back from employers, but it’s important to maintain a positive mindset. Utilize your professional network to increase your chances of finding job opportunities. Attend industry events, connect with colleagues on LinkedIn, and reach out to friends or acquaintances who may have connections in your desired field. Networking can often lead to hidden job opportunities and help you stand out from the competition.

Most important of all, take this opportunity to reevaluate your application materials. Update your resume to highlight your most relevant skills and experiences. Customize your cover letter for each position to show that you’ve done your research and understand the company’s needs. Consider seeking feedback from our HR professionals on your resume, cover letter, and even your interview skills to ensure your materials are compelling and error-free. Additionally, you can use this time to invest in your personal and professional development. Take online courses, attend workshops, or pursue certifications that can strengthen your skillset and make you a more competitive candidate. We recommend our course Cultivate to set goals and work towards your dream job! Not only will this boost your confidence, but it will also make you more marketable to potential employers.

Don’t give up! Job searching can be a challenging process, but persistence is key. Continue applying to positions, following up with employers, and refining your approach. Remember that finding the right job takes time, and staying motivated and determined will ultimately lead you to success.

 

 

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May 29, 2023

Maximizing Your Potential with a Small Business Mentor

Starting and running a small business is no small feat. From creating a business plan to dealing with the financials, there are so many aspects that entrepreneurs need to consider. Fortunately, you don’t have to do it all alone. By leveraging the expertise of a small business mentor, you can maximize your potential and increase your chances of success.

Why Use a Mentor?

  1. Experience: A good mentor will have years of experience in the business world and will have faced many of the challenges that you are currently dealing with. By tapping into their knowledge and expertise, you can save yourself a lot of time, money, and headaches.
  2. Objective perspective: As a small business owner, it’s easy to get caught up in the day-to-day details of running your business. However, a mentor can provide an objective perspective and help you see the big picture. This can be incredibly valuable when it comes to making important decisions or pivoting your business strategy.
  3. Networking opportunities: Mentors can also help connect you with other professionals in your industry or community, providing you with valuable networking opportunities. These connections can open up doors for your business and help you reach new customers, clients, or investors.
  4. Emotional support: Starting and running a small business can be an emotional rollercoaster, and it’s important to have someone in your corner who understands what you’re going through. A mentor can offer emotional support and encouragement when you need it most, helping you stay motivated and focused on your goals.

Overall, having a mentor can be a game-changer when it comes to running your small business. Whether you’re just starting out or have been in business for years, finding the right mentor can help you reach new heights of success and achieve your full potential.

What to Expect from Your Mentor

When you decide to work with a mentor, it is important to have a clear understanding of what to expect from the relationship. Here are some things you can anticipate when you partner with a small business mentor:

  1. Guidance and advice: Your mentor will provide you with the knowledge and insights they have gained through their own experiences. They will offer guidance and advice on everything from setting business goals to managing employees.
  2. Accountability: A mentor can help keep you accountable to your goals and aspirations. They will challenge you to stay focused and motivated, and hold you accountable for the actions you commit to taking.
  3. A sounding board: Sometimes, you just need someone to bounce ideas off of. Your mentor can serve as a sounding board for your business ideas and help you assess their feasibility and potential.

By working with a small business mentor, you can gain valuable knowledge and insights that can help take your business to the next level. The key is to find the right mentor who aligns with your values and goals, and to make the most of your relationship by being open, receptive, and willing to learn.

Making the Most of Your Relationship

When working with your mentor you should set goals, be open and honest, listen and act on their advice, stay accountable, and show gratitude. Sometimes bringing on a mentor can be difficult, though. Schedules get in the way and finding the time to connect can be tricky. However, there are still options available.

If you want to learn from some of the best experts in the business, you can also check out our self-paced course Hiring Made Easy. Learn what you need to get together before hiring someone, how to handle interviews, how to determine fair pay rates, and more. This is all done on your own time, so it truly works with your schedule. Lesley Pyle, founder of HireMyMom and creator of Hiring Made Easy, has 20+ years of experience as a small business owner and remote worker that she is passing on through this course. It’s a lot like having a business mentor without trying to rearrange your schedule to learn something new. Plus, if you have questions or need a little more support, you can always contact us to get in touch with a real human being who can help!

 

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