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Hiring and onboarding are high-stakes activities at small businesses. The right person can drive success, while a bad fit can have significant negative impacts. 

But it’s tricky to know if you’re making the right hiring decisions, especially when recruiting isn’t your full-time job. There are many steps between identifying a hiring need and employing a fully productive team member, and each step is crucial to a successful hiring outcome. In order to help, LinkedIn has partnered with Gusto to bring you this guide to effective hiring and onboarding.

Use this post as a guide to help you make your next great hire and effectively integrate them into your team.

1. Write a clear, compelling job description

Job descriptions serve two main purposes: To communicate your role’s requirements and to encourage the most qualified candidates to apply.

Take the time to thoroughly assess your hiring needs, even if the role already exists within your organization. Your needs can change as your business — and employee skill sets — grow.

Start by answering a few questions:

• What will this person do? 
• What past accomplishments should candidates possess to ensure their success in this role?
• What are three-month, six-month, and one-year goals for the role?

Then consider why someone might want to work at your company. According to LinkedIn’s Talent Drivers survey, the top three priorities for employees at smaller businesses are excellent compensation and benefits, work-life balance, and flexible work arrangements. LinkedIn’s data also finds that people who choose to work for small businesses are more likely to prioritize a collaborative company culture and a company driven by values that match their own. Highlighting what your organization has to offer in these areas can help you underscore what makes your opportunity unique.

Consolidate all of this information into a clear, compelling job description that helps you attract and engage the right candidates to your organization. Keep in mind that most job seekers scan a job post rather than study it in detail. You can help your business stand out by keeping your job description brief. 

Pro tip: LinkedIn Jobs with AI-assistant can help you draft engaging job descriptions, invite passive candidates to apply for open jobs, and streamline application evaluation. Businesses that use generative AI are 45% more likely to report that they can fill open roles than businesses that did not use gen AI, yet LinkedIn research finds that only 58% of small businesses are using gen AI in their hiring process. Using the right tools can save you valuable time while helping ensure you hire the best candidate for your team.

2. Short-list qualified applicants

Nearly a third of U.S. small businesses that have tried to hire this year haven’t been able to find employees who are a good fit. Their top two reasons are that applicants didn’t have the right skills and that there weren’t enough applicants.

Traditional job boards typically provide static resumes, offering a limited view of a candidate’s work history. This can make it challenging to truly assess each candidate’s skills, culture fit, and potential for growth.

LinkedIn Profiles can offer a richer view to help you identify the most qualified candidates. LinkedIn goes beyond the resume with up-to-date profiles, endorsements, skills, and engagements. These deeper candidate insights give you a better perspective of who someone is, how they show up in a professional setting, and the unique skills and experience they bring to the table. A more holistic view enables you to truly understand a candidate’s potential impact on your team and company culture.

It’s all but guaranteed that you won’t find a candidate with the perfect resume, but a candidate’s growth potential can be a strong indicator of future success. While skills and experience are important, the ability to learn, adapt, and evolve is often more valuable in the long run. 

Look for candidates who demonstrate professional growth, whether through promotions, increasing responsibilities, or a history of taking on new challenges. Additionally, professional development certifications, participation in relevant conferences, or a commitment to continuous learning can signal a proactive approach to career growth and a desire to stay current in their field. These indicators suggest a candidate is looking for an opportunity where they can continuously contribute and grow.

3. Assess candidates

A repeatable hiring process is key to properly assessing each candidate and making informed hiring decisions. Your process may include a combination of application screening, interviews, skill assessments, reference checks, and background checks. Make sure that each stage has a clear goal and identify who will be responsible for conducting the evaluation. This clarity will help you build an efficient hiring timeline.

Use structured interviews, where you ask every candidate the same questions, to evaluate candidates on the skills and qualifications outlined in your job description. Taking notes throughout each interview can help you easily recall candidate responses when it’s time to make a decision, leading to better hiring outcomes.

Keep in mind that candidates are evaluating your opportunity as much as you’re evaluating them. Provide a positive candidate experience so they stay engaged in your recruitment process. For example, communicate clearly, be transparent about your process and timeline, and show respect for their time. Identifying the best candidate for your role only matters if they identify your organization as a place they’d want to work.

4. Build an attractive job offer

The job offer is your final opportunity to convince your top-choice candidate that your company is the best place for them to continue their career journey. Make it count by providing a detailed overview of what they’ll receive in return for their contributions.

In addition to salary, include employee benefits like paid time off, retirement benefits, and health insurance in your offer letter. These crucial, attractive components of the offer aren’t just for large enterprises. Nearly two-thirds of small business owners offer benefits to their employees. 

Your total compensation package doesn’t just impact your offer acceptance rate — it can impact employee retention as well. HR specialists like Gusto simplify benefits management so you can build an attractive compensation package for your team members.

Call your candidate to extend a verbal offer and share a little about why you hope they’ll accept. You should also use this time to discuss your compensation package, verify their start date, and answer any questions. Follow up with your written offer letter and give them a couple of days to respond. This demonstrates respect for their decision-making process and allows them to fully consider your opportunity.

5. Onboard your new hires

Onboarding serves as a critical transition period as your candidate becomes an employee — yet it’s often treated as an afterthought, with little more than a welcome email and a whirlwind of one-off messages. Take the time before you start hiring to build a 30-day plan that outlines what your new hire will learn, who they’ll meet, and what success looks like early on.

For example:

• Day 1: Complete new hire paperwork, conduct team introductions, and review goals
• Week 1: Learn about the organization’s history, team, culture, and products
• Week 2: Learn role-specific tools and processes
• Week 3: Begin employee development plan
• Week 4: Conduct 30-day check-in and send new hire satisfaction survey

While onboarding is a critical time to build early employee engagement, it’s also crucial that you maintain compliance. Many small business owners feel it’s risky to make mistakes in enrolling and making deductions for required benefits (67%) and ensuring proper worker classification (61%). HR specialists like Gusto have features built into their platform that ensure compliance so you can focus on building strong connections with your new team members.

Final thoughts: Maintain momentum to retain your team members

Hiring and onboarding can require a significant amount of time and effort — but it’s well worth it to have skilled team members who can push your business forward. Maintaining that effort to engage and retain talent can help ensure that your investment pays off.

Continue supporting your team members through regular feedback, professional development opportunities, and clear career progression paths. This long-term perspective on team member success can differentiate your small business as an employer of choice.

Hiring for small businesses is both critically important and extremely difficult, so LinkedIn has partnered with Gusto to offer you three months of free payroll services. These services will complement LinkedIn’s suite of hiring tools and help you grow your business. Click here to learn more about the Gusto offer.