Pablo Fuentes, co-founder and CEO of Proven, walks you through the five ingredients that make the secret (successful) sauce to hiring great people.

1. SMALL & MEDIUM
BUSINESS HIRING GUIDE
The Five Ingredients That Make the Secret
(Successful) Sauce

2. The only way a company can grow, stay true
to its soul, and remain consistently successful
is to attract, hire, and keep great people. It’s
that simple and it’s that hard.
-Danny Meyer, Setting The Table

3. What We’ll Cover
Where to Find Candidates
The Job Post
Scheduling & The Interview
Compensation
The Offer & Onboarding

4. Why Hiring is Important!
In his book Setting the Table, renowned restaurateur Danny Meyer talks about
how hiring is at the core of his successful restaurant group. Without the
right people, everything else does not matter. We agree, so much so that we
have incorporated some of Mr. Meyer’s criteria into our own hiring processes
at Proven.

5. Why Hiring is Important!
We have the viewpoint that candidates should be treated with the same
respect and professionalism that you treat your customers. At its core, hiring
is an extension of customer service.
Hiring is tough even when it is easiest. Fortunately, there is help! We have
compiled this ebook to make your life easier. We work with thousands of small
business managers to help them succeed in their hiring. This guide represents
your business a delight to operate.

6. Referrals
Job Boards
Your Own Website
Sign on the Window or
Door
Recruiters
Staffing Agencies

7. Referrals
Referrals are a powerful way to get high quality applicants from your current
employees
Consider offering employees a monetary incentive if they refer someone you
hire.
This incentive could end up being a great investment and one of the cheapest
ways to fill a position.

8. Job Boards
Job boards are a powerful way to get more applicants.
Consider posting to several job boards depending on the position.
Decide what job board is right for the position and the location.
Your Own Website
Access candidates who already love your business.
People who want to work for your company will likely go to your website to
engage - engage them back!

9. Sign on the Window or Door
This old school method can work if your business has a storefront.
If you are in a high-traffic area or are well-known in your area, this can be a very
successful tactic.
Recruiters
If you are having a difficult time filling a position, consider using a recruiter.
Recruiters are typically an expensive solution, but are very reliable.
It pays to be very clear about what you want when dealing with a recruiter.
Recruiters will strive to understand you and your business in order to find you

10. Staffing Agencies
Social Media
Staffing agencies are great if you are in a bind and need someone right away.
Staffing agencies can quickly get you skilled employees but are typically expensive
and are not the best long-term solution.
Post an open position on your social media accounts to reach an audience of your
company’s fans.
You can also create paid social media ads.
Make sure paid ads are clear and specific as they are often pay per click!

11. ● How long should a job
post be?
● What information
should be included?
● When should you post?

12. A Great Job Post Will Also Have
Detailed Job Description (not too short but not too long)
Responsibilities
Requirements / Qualifications
Application Instructions
Company Description
A Good Job Post
A How to Apply Section
A Clear & Specific title
A Photo

13. Keep it Focused!
Postings that are too short look unprofessional and are not enticing to
candidates.
Postings that are too long and filled with intricate requirements can make
candidates feel like you have impossible expectations. It’s okay to have
standards- just be clear about what is absolutely required!
Don’t Ask Applicants to Jump Through Too
Many Hoops
Don’t ask for too many tasks upfront.
Too many tasks upfront (surveys, questionnaires, sign-ups, etc.) can greatly
reduce the number of candidates you receive.
Wait until both parties (you and the applicant) have shown interest.

14. Avoid Anonymous Posts
You will get a worse response.
Applying to an anonymous post is often not worth the hassle to an applicant
If circumstances call for an anonymous post, just make sure it is 100%
necessary!
Timing Matters
Keep in mind when potential candidates will be looking for jobs.
Best days for posting are typically Monday, Tuesday and Wednesday.
Best times are late morning or early evening.

15. Timeliness
Use multiple forms of
communication
Avoid the “Cattle Call”
group interview*
Candidate’s past
experience
Interview Questions

16. Timeliness & Communication
Be responsive and timely with your candidates
The best candidates typically apply within the first 24 hours
A timely response conveys professionalism
Use multiple forms of communication to reach out to candidates (email, phone,
text)
Keep communication open and clear.

17. Candidate’s Experience & Fit
Study a candidate’s resume and cover letter before they interview.
Ask open-ended questions
Determine if the candidate is interested in the work
Focus in on candidate’s cultural fit.
Do not ask questions about marital status, disabilities, race, religion, sexual
orientation, family, age or politics.

18. Salary & Benefits
Places to find pay levels
Negotiation Tips

19. Determining Pay & Benefits
Expectations vary broadly market by market
Decide whether your offer is negotiable before discussing with new hire
Go into negotiation with the mindset of creating a win-win situation.
Discuss salary & benefits with your new hire
Glassdoor, Salary.com & Payscale
Benefits can range from 20-35% of total salary.

20. Again, act swiftly!
Preparing Federal Forms
Training

21. The Offer & Onboarding
Once you hire your employee, be organized and act swiftly to get all documents
signed
Research what Federal Forms you may need. Some examples:
W-4
W-9
Form I-9
Form 8850
Invest in training.