Congratulations on building a successful small business. Small businesses are the foundation of our economy, creating opportunities for emerging leaders and strengthening their communities. Your business may be small by industry standards, but its impact can be significant. Thank you for taking the leap to start and grow your business. As you grow one of the first things you will begin to consider is who to hire and eventually who to promote. These two tasks can make or break an organization. Below we will discuss the struggles associated with hiring and promoting the most qualified candidates.

Create Consistent Hiring and Promotion Processes

Small businesses often struggle to establish consistent hiring and promotion practices. Too often, these decisions rely on intuition rather than clear criteria and a well-defined, accountable process. Without that structure, businesses risk missing opportunities, selecting candidates who may not be the most qualified, and creating an overall sense of disorganization.

Start with Clear, Inclusive Job Descriptions

Begin by developing clear, accurate job descriptions that explain the role’s day-to-day responsibilities.

Use inclusive, task-focused language rather than wording that may suggest a preference for a particular type of employee. Phrases such as “heavy lifting,” “standing on your feet,” or “experience with heavy machinery” may unnecessarily limit the applicant pool.

Instead, describe the work itself—for example, “A typical day involves working with a specific machine or program.” Focus on the requirements of the job, not assumptions about the person who will fill it.

Next, you’ll want to focus on the criteria for promotion. This is as important as hiring the most qualified employees. When you promote someone, you trust and empower them to act and make decisions on your behalf. Businesses across all industries have struggled with promoting the most qualified candidate. Promotion criteria should be objective and based on current performance, clearly defined standards, and measurable qualifications.

Questions to Guide Hiring and Promotion Decisions

Before making a hiring or promotion decision, ask yourself and your team:

Are we choosing candidates who closely resemble our favorite employees?

Are we genuinely open to people who approach tasks, products, and challenges differently?

Although many managers and business owners say they value fresh perspectives, they often select people who think and respond much as they do. Hiring or promoting a “mini you” can limit the range of ideas within the organization. Research shows that innovation is stronger when people with diverse perspectives participate in the process.

Build a Strong Foundation

Managing hiring and promotion decisions thoughtfully will give your business a strong start. As you are building, that strong foundation will propel your business to the next level. The people you hire and promote will shape your business as it grows. Give those decisions the same care you give your products, services, and customers: define what each role requires, use consistent criteria, and make room for qualified people who bring different strengths and perspectives. Clear processes help you recognize talent, earn employees’ trust, and build a team ready to carry your business forward.

Learn More

Visit their website to learn more about Jinada Rochelle LLC. Read more about Lancaster’s small business community in our latest publication, Small Business Success— A resource magazine for small business owners and entrepreneurs throughout Lancaster County!

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