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How Growing Entry-Level Hires Into Management Positions Can Help Your Business Succeed

The hiring process is an important one for any company, but when you’re a small business owner, it can really make or break how you succeed. Finding the right people for the job is imperative when you don’t have the time, space, or funding to fix mistakes over and over again. Getting it right the first time–and giving your employees the tools they need to grow into a management position–can help reduce turnover and raise your business to the next level.

The first step is to find someone who you can see in a management role down the road. Don’t hire for right now; hire for the future. You may find yourself in a tight spot if one employee leaves and feel the need to get someone in to fill the position immediately, but it isn’t always easy to find a qualified candidate right off the bat. This can lead to you taking on someone who doesn’t fully understand the job requirements or who just doesn’t have the experience needed.

Here are the best tips for making sure you have the right employees and growing your business.

Consider changing the way you advertise open positions

Many employers write up long, detailed ads that talk mostly about what is expected of a job candidate, and while it’s important to put in writing what you need in an employee, studies have shown that a want-ad that lists all the great things the company can do for their employees at the same time can have a greater effect.

“In the study, researchers rewrote 56 job ads to emphasize two different approaches: the “Needs-Supplies” approach, which focuses on what the company can do for the candidate, and the “Demands-Abilities” approach, which focuses on what the company expects from the candidate,” writes Marci Martin of BusinessNewsDaily. “Of the 991 responses, applicants who responded to “Needs-Supplies” job listings were rated higher than those who responded to the “Demands-Abilities” ads. The more successful postings included statements such as “We seek to provide employees with constructive feedback to foster their career growth,” and “You will have many opportunities to collaborate with talented people.”

Look at various types of skill

When looking at potential hires, don’t just focus on their experience in the field or whether they’ve been in management before; look at their interpersonal skills, as well, such as their ability to communicate or work with others. Attitude and empathy go a long way for a person in management.

Try a different kind of interview

Rather than doing several one-on-one interviews, try a group setting when you have a large number of applicants. Not only will this help you save time, it will also allow you to look at each candidate within that setting to see if any leaders stand out. Have them try group challenges and watch them carefully to see how they interact with each other.

Let the interview go both ways

Allowing a job candidate to interview you will give you the chance to see what sort of management skills they already have that just need a bit of fostering. Ask the potential employee to think of a few questions to ask about you and your company; the way they handle this last-minute interview could tell you a lot about them.

Finding employees who can grow into the role of manager will not only help reduce turnover, it will take some of the stress and pressure off your own shoulders. It’s important to be able to depend on the people you hire, because they need to be reliable when you can’t be there.