5 Tips to Grow Your Practice: Employee Edition

Building a successful law practice takes more than just acquiring clients. You also need to put together a great team of employees who can help you provide the best possible service. Unfortunately, hiring the wrong people can be a costly mistake that can set your business back.

How can you avoid making bad hires? Simple. Take your time and leave emotion out of it. This is easier said than done, especially in small businesses where you know your staff on a personal level. It’s important to remember that hiring an employee or firing is a business decision, not an emotional one.

By following these five tips, you can make sure you’re making the best decisions for your business – and avoid costly mistakes in the process. It may take more effort upfront, but it will be worth it in the end.

Second opinions matter – when it comes to hiring, don’t be afraid to ask for input from others.

When hiring, it is important to have a broad range of perspectives when considering each candidate. Be sure to take the time to review their resumes and backgrounds thoroughly on your own first, but also leverage advice and input from colleagues as well. Doing so will ensure that you evaluate not just their skillset, but also their appetite for learning, potential for professional growth and overall cultural fit. Looking at both hard skills and a candidate’s energy can help employers make hiring decisions with greater confidence in ensuring they are bringing on the right person for the job.

Check references – always check references before making any final decisions.

With candidate hiring, references can be immensely helpful in allowing potential employers to gain insights outside of what a candidate has presented on their resume or during the job interview. It is therefore important that hiring decisions are fully informed and are not based solely on a candidate’s account of their qualifications. As such, it is critical to always allocate enough time to thoroughly check references before making any final hiring decisions to ensure that the most suitable candidate is being selected. Remember: in a small firm, you are hiring someone you will likely see and converse with daily. Always check references to ensure they vibe with the work environment.

Consider questions carefully – take the time to thoughtfully consider each candidate’s answers during the interview process.

It’s always important to hire the candidate who is the best fit for an organization, and taking the time to really consider each candidate’s answers to questions is essential in achieving this. During any interview, ask questions that get to the heart of a candidate’s qualifications so that a hiring manager can understand how well they could support an organization. Careful consideration throughout the interviewing process not only allows for better candidate evaluation but also helps build trust between an employer and a candidate. Choosing the right candidate requires significant thought and detail, to ensure the best fit for both parties.

When I began the process of considering an employee, I turned to my favorite podcasts for advice. One that stuck out was from Amy Porterfield on the Do’s and Don’ts of Hiring. Not only is the information easily digestible, but it walks you though the thought process of whether you need to hire at all. Check it out here.

Test skills – if possible, give candidates a test run before officially offering them the job.

Employers should consider allowing candidates the opportunity to complete a test run of the job before officially offering them employment. This can be beneficial in determining if it is the right fit for both parties. Test runs provide employers with a clear indication of an individual’s capability and potential to excel in their role and give the candidate more clarity when it comes to understanding the scope of their responsibilities. While there are certain regulatory and financial implications to take into account, offering test runs can be a simple way for employers to make sure they are making sound, informed decisions when it comes to their hiring process. I like to use Indeed when expanding my team because of the streamlined website and the built in compatibility quizzes.

Utilizing pre-employment personality or skill level tests will eliminate employees that don’t meet basic requirements.

Be patient – remember that growing a great team takes time, so don’t rush into any decisions. By following these tips, you’ll be well on your way to setting your business up for success!

Hiring the right candidate can be the key to a successful business, so it’s important to take your time and find the candidate best suited to your team. It’s easy to be tempted to make hires quickly, but patience is essential when building a great team. If you invest time in researching candidates and conducting multiple interviews and background checks, you’ll minimize the chance of making a wrong decision on who to hire. Remember: your employee needs to vibe with the existing team or it’s bound to be a disaster.

Taking the extra steps before bringing a new employee on board not only ensures that your new candidate will be an excellent fit for your team but also shows them that you value their contribution and put care into the hiring process. By being patient and utilizing these resources, you are sure to have a team that leads your business toward success!

If reviewing candidates for the perfect hire has you stressed, go back to Avoiding Burnout in 2023, for tips and tricks to get you through Q4.

This blog was originally published on our sister site LegallySavage.com