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3 Small Business Hiring Myths That Could Be Impacting Your Decisions

Human Resources

If you’re looking to hire your first employees, understanding today’s hiring landscape is essential. Businesses may make the mistake of basing their hiring methods and decisions on outdated hiring practices that are largely no longer relevant. To avoid that, consider these three hiring myths before making your next hiring decision.

Myth 1: Outsourcing is only for large, international corporations.

Although outsourcing may have at one time been synonymous with sending work overseas, the term has since evolved. Outsourcing tasks like data entry, computer setup and repair, or development of legal contracts is an option many small businesses choose. Increasingly, business owners are also using professional services to handle more complex work such as payroll processing and tax preparation, HR support, and other administrative functions in order to stay focused on more strategic parts of the business.

hiring myth: outsourcing

For infrequent or short assignments, businesses are also considering outsourcing work to freelance talent or short-term contractors (commonly referred to as “gig workers”). A recent Paychex Pulse of HR Survey found that while full-time employment is still the primary mode of staffing, about half of HR leaders under the age of 34 said they currently hire gig workers. One factor is certainly cost. The expense of hiring, continually paying regular employees, and providing any benefits you offer could lead small businesses to think about available talent in a different way. Ensure workers meet requirements to be classified as independent contractors.

Myth 2: Hiring a marketer isn’t necessary.

There have been times when marketers were perceived as creative spirits who weren’t focused on the bottom line. The marketer of today is more akin to a sales manager, operational strategist, and visionary all rolled into one. With a constantly changing marketing landscape, these employees must adapt to technology quickly, learn to meet the needs of consumers, and stay current with the latest trends in communication to make sure the company’s messages are delivered in the best way and heard.

hiring myth: marketing

Performance tracking in the marketing industry has also undergone a major upheaval. Marketers are no longer justifying their efforts by relegating them to subjective metrics like “improvements in customer loyalty" or "increases in brand awareness.” Instead, marketers are held accountable for return on investment and direct contributions to the company's bottom line – getting sales leads, attracting website visitors, and so on. So while a marketer may not initially seem like a hiring priority, this professional can help in many aspects of your business operations.

Myth 3: Using a hiring solution is too costly for most small business owners.

Coordinating all of your small business hiring internally can be costly, time consuming, and could even lead to poor hiring decisions. Without some help, many small businesses may not have the expertise or resources to properly attract, interview, and vet candidates before bringing them on board. Using a hiring solution can go a long way in helping you find and attract the right candidates.

hiring myth: hiring services

Hiring and applicant tracking programs enable you to have a more efficient, paperless hiring process. Leading employee hiring solutions allow recruiters to be in control while helping your company gain top-quality employees.

Before getting started with the hiring process, thorough planning can help your business hire the best applicants. Take the time to consider these common misconceptions, and explore the options available today to maximize your hiring strategies.

This website contains articles posted for informational and educational value. Paychex is not responsible for information contained within any of these materials. Any opinions expressed within materials are not necessarily the opinion of, or supported by, Paychex. The information in these materials should not be considered legal or accounting advice, and it should not substitute for legal, accounting, and other professional advice where the facts and circumstances warrant.
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