Hiring a new employee is a big decision that can have an untold impact on any company. Before making a hiring decision, there are several questions that employers or hiring managers should ask themselves. Some questions should be addressed before putting effort into recruiting, while other questions should be addressed after screening job candidates.

Is It Possible to Delegate the Extra Work?

This question is especially relevant to small businesses. In some cases, employers may feel the need to hire because they feel they are taking on too much or see the business growing. However, it may be more cost effective and strategic to figure out how to delegate the extra work to existing employees – in some cases it may even give a desirable boost to their hours and paychecks.

How Many Labor Hours Can the Business Afford?

If it’s not possible to delegate the extra work to an existing employee, it’s important to consider how many labor hours the business can afford. It’s not always possible or necessary to hire a permanent full-time employee. In some cases, it may be better to hire a freelancer, contractor, part-timer, or temporary employee.

What Will a New Employee Cost the Business?

A new employee will obviously have to be paid, but there are other costs that should be considered. A new employee will have to be reached through recruitment efforts, onboarded, trained, and perhaps given a uniform or equipment. Taxes and insurance costs may also have to be paid for the employee.

Is the Candidate Qualified?

After deciding to move forward with hiring, it’s important to consider questions relating to candidates that are screened for the open position. Since an unqualified candidate can damage a company’s reputation, cost money, and increase turnover, qualifications should be one of the first considerations. A qualified candidate may help a company in many ways and actually save money on training.

Does the Candidate Fit with the Company Culture?

Company culture fit embraces many aspects of an employee’s personality, attitudes, and goals. It can be hard to tell whether an employee will be exactly right for a company’s culture, but defining company culture and gearing interview questions can be extremely helpful in assessing fit. Every company is different, so taking the time to really assess culture and fit can help to reduce new employee turnover and preserve what’s great about the existing culture.

Are There Any Doubts or Red Flags?

Doubts and red flags can be an indication that something about a candidate doesn’t quite fit with the company. If an employee checks all of the boxes, but there are lingering doubts, it may be best to schedule a second interview with a different manager or member of the hiring team to be sure that the “red flag” isn’t an unconscious bias. If there are still doubts about hiring a candidate after a second interview, the employee should be declined for the position.

Decisions about hiring can impact a company’s success and future growth, no matter what position is being hired for. Taking the time to consider some important questions before making that important decision can save time and trouble later.