Being a business owner is not an easy job. While owning a business may result in lucrative rewards, there is a lot of hard work that goes into it every day — sometimes even on vacation.

Needless to say, many business owners are multi-talented individuals with a lot on their plates. They can be great at multitasking. However, everyone has weaknesses. For many with the entrepreneurial spirit, hiring new talent can be a difficult task. If you own a business but find that you are often spending too much time — and getting very little return — on your recruiting practices, consider these seven tips to improve your hiring process.

1. Know your target candidates.

If you simply reach out to anyone with experience, you’ll have far too many candidates to sift through. You need to evaluate your company and come up with a perfect candidate profile. From there, you can advertise your jobs to appeal to those who will be a better match. You can also more easily zero in on applicants who seem to match your ideal profile.

Remember that just because a candidate has a relevant skill set, they may not be a good match for your company. You want to find people who will fit in with the culture of your company and who can thrive in your industry.

2. Don’t neglect the sourcing stage.

Sourcing is one of the most important parts of finding the right candidates for your job openings. If you can afford an in-house recruiter, that may be the way to go. Experienced recruiters know how to use valuable tools and resources to help them quickly and efficiently find applicants.

For smaller companies, there are plenty of sourcing tools that can help you find new candidates. LinkedIn is one obvious resource, and while it can be free, it might be worth it to pay for the premium version to allow you to reach out to more people.

And, of course, there are a number of broad recruitment online marketplaces, and many specific ones per geography, industry and job position. Spend some time researching to find the approach that works best for your needs.

3. Communicate with everyone.

You may come across a candidate who you immediately feel won’t be a good fit. Don’t just pass over their application without any contact. At the very least, send a quick, softly worded email explaining that the company does not feel their skills or experience are a fit. It’s a simple courtesy that may have benefits in the long run. The candidate will appreciate the response and may still be interested in an opening for which they may be a better fit in the future. You might even learn that they have certain experiences that weren’t highlighted in the initial application.

4. Be transparent.

It’s important to let applicants know what to expect after they have applied. You should give them reasonable expectations about the timeline for responses, the requirements for the job and the interview and hiring process. Candidates will perform better if they know what to expect and aren’t thrown for a loop at some point in the process. You may want to make sure they can think on their feet, but that doesn’t mean that you should be deceptive in your practices.

5. Set them up for success.

If you are interested in a candidate, it is best to give them some advice on how to prepare for the interview. Give them a heads up about what is expected on the job and what sort of workers you are looking for. You may feel like this is making it too easy for them, but it can really help you connect with applicants who you might have written off earlier in the process. Some people need some time to warm up or might work better with a confidence boost. This doesn’t mean that they won’t be quality hires.

6. Streamline interview scheduling.

Nobody wants to draw out the interview process by constantly rescheduling or going back and forth with emails and text messages to set up a date and time. Resources like Calendly or other scheduling tools can help both your company and the candidate find a time that works best without too much back and forth.

7. Stay flexible.

You should also be flexible with the times that you offer for interviews. Many people are working another job and may not be able to come in during regular hours. Consider opening yourself up to weekend or after-hours interviews. You may be missing out on quality candidates if you aren’t doing so.

It can also be beneficial to schedule interviews outside of the office, especially if they take place during odd hours. Meeting at a restaurant for lunch or dinner can provide a relaxed but busy atmosphere that will help you get to know the applicant in a non-professional setting. You might just learn something that you wouldn’t have in the confines of a conference room.

Hiring is the most important people function you have, and most of us aren’t as good at it as we think. By getting better at hiring, you’re allowing your company to perform better and that allows you to achieve your "Champagne Moment."

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Seven Recruiting And Hiring Tips For Business Owners