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Tips To Consider When Hiring For Your Business


There comes a time in business when running alone is no longer feasible. As the biblical saying goes, “one shall chase a thousand, two shall chase ten thousand.” More hands on deck will achieve greater results.

The success or otherwise of a business is largely dependent on the quality of staff. As rightly stated by a seasoned Small and Medium Enterprise Catalyst, Sola Dawodu: “Every entrepreneur will only succeed to the degree to which the involvement of other people’s efforts is recognised. You cannot succeed alone. You will need the effort, time and mental contribution of other people to achieve your entrepreneurial goals.”

Whether you are a small business owner making those critical first hires, or a fast-growing enterprise, hiring the right people is going to be essential to your business because, in the words of Edward Daciuk, “your business is only as good as the people who keep it going.”

In this article, we shall be sharing some tips on what to consider when hiring:

  1. Competence

The need for a careful selection of staff, especially for an SME, cannot be undermined. Candidates should be considered based on their ability to deliver. They must possess the requisite skills and cognate experience for the job. The hiring process should be merit-driven and devoid of sentiments. Don’t hire people simply because they are relatives or friends. They must have something to offer! In fact, it is not advisable to ‘flood’ your start up with relatives or friends. This could mean setting up your business for failure. If they must be on board, it should be based on their competence.

  1. Shared Vision

As a budding entrepreneur, it is logical to be emotionally tied to your business. It is quite understandable that the success of your business is your paramount concern. Therefore, you need to work with people that believe in your vision and goals for your business. Look for people with keen interest in the future of the Company rather than mere job seekers. Such people would be more willing to go the extra mile in discharging their duties.

  1. Integrity

Integrity is the quality of being honest and having strong moral principles. According to Barrett Warren, three things are key in staff hiring; integrity, intelligence and energy. Hear him:Somebody once said that in looking for people to hire, you look for three qualities: integrity, intelligence, and energy. And if you don’t have the first, the other two will kill you. You think about it; it’s true. If you hire somebody without [integrity], you really want them to be dumb and lazy.” Integrity is the central pillar that holds all other skills together. With upright, skilled and diligent workforce, your business will certainly soar.

  1. Background Check


When you finally decide on the right people, you must take time to double check their personal and educational details. Also, make sure they provide their recent passport photographs, referees and contact details of their parents/guardians/spouse/next-of-kin.

  1. Clear Job Description

It is important you define and agree on what is expected of your employees from the onset. They should already have a good idea about this from the interview process. The reverse is also true. Let them know what you will provide in return. This is a professional relationship and it should be based on mutual trust, respect and honesty.

  1. Consider a probationary period

The probationary period is a time frame during which you decide whether the employee is meeting your expectations.  If a performance plan is created for the new employee, ensure you set a review date well before the employee’s minimum employment period ends. This will ensure you have enough time to review the employee’s performance, decide whether you want to keep them or not.

  1. Employment Contract

It is mandatory to reduce employment contract into writing as provided by Section 7 of the Labour Act. The terms of employment should be clearly spelt out. The letter should contain the date of employment, date of resumption, job description, remuneration package, duration of annual and maternity leave, mode of termination, amongst others.  To avoid verbosity, your Company’s rules and regulations can be detailed in the Staff Handbook. Note that the Staff Handbook must be specifically referenced or incorporated in the letter of employment to be legally binding on either party.

Conclusion: Every business depends on people to drive it. No business will grow on its own. To start, run and grow a business is quite tasking. Whilst, you may have what it takes to run your business, as earlier stated, you cannot succeed alone. You would need other competent hands at some point. The better you treat your employees, the harder they will work for your business.

This article is provided for general information purposes only. It does not constitute advice or an opinion on any specific facts or circumstances. If you have any enquiries about this article or require further information, please contact the writer  at eki.durojaiye@lawbrief.org.

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