Help Wanted
Running a business can be fulfilling, but it can also be exhausting. Many business owners reach a point where they realize they can no longer do everything themselves. The decision to put out a “Help Wanted” sign is often more than a business decision; it is an act of trust, stewardship, and faith.
The Challenge
James owned a small construction business. Each morning, he was on the jobsite at sunrise. During the day he worked on the project, met with customers, and solved the endless challenges that came with the work.
When evening came, his work was not finished. After supper, he sat down at the kitchen table with stacks of invoices, receipts, and customer paperwork. His wife, Rachel, faithfully helped him with the bookkeeping, answering phone calls, organizing records, and keeping everything moving. Together they carried the load.
But business was growing. More customers were calling than James could handle, and projects were being scheduled months in advance. The opportunity was exciting, but it was also overwhelming. “We need help,” Rachel said one evening. James agreed. The next week he placed a simple “Help Wanted” sign along the road near the shop. Surely someone would stop.
Nobody did. Days turned into weeks. The sign stood there faithfully, but the right person never appeared. James found himself wondering: Where do you find good help? How do you find someone who shares your values and has a strong work ethic? And even if applications started arriving, how would he find time to sort through them?
Late one evening after supper, James and Rachel sat at the kitchen table discussing the problem. Where should they advertise? What should they say? How could they identify the right person? Wasting hours on trial-and-error hiring or sorting through the wrong candidates felt like poor stewardship of time and energy.
The Bible reminds us that stewardship matters. God entrusts resources, opportunities, and people to our care. Hiring employees is not merely filling a position. It is selecting someone who will carry the vision and responsibilities of the business. Proverbs 27:23 says, “Be thou diligent to know the state of thy flocks, and look well to thy herds.” Good hiring begins with diligence and a plan.
Advertising for the Job Opening
Where to Advertise
One of the first questions every employer faces is: Where should I advertise? Not every advertising platform reaches the same audience. Wise stewardship means placing your advertising dollars where they will produce the best results.
Consider your target audience, budget, and industry. If the position can be performed remotely, like a bookkeeper who can manage the numbers at home, you can widen your search across several states. However, if you need a construction laborer on the jobsite at sunrise every morning, local advertising will be far more effective.
Consider the age group and interests of the people you are trying to reach. If you are seeking a young person entering the workforce, where are they looking for opportunities? They may be active on social media platforms, community websites, local school job boards, or high school job fairs. If you are looking for experienced tradespeople, you will have better success reaching them through industry publications, local networking groups, or referrals.
The goal is simple: advertise where your ideal candidate is most likely to see the opportunity.
What to Include in Your Advertisement
A well-designed ad helps attract the right applicants while discouraging those who are not a good fit.
· If your company has a logo, use it. Logos build recognition and professionalism.
· Three things should immediately stand out: 1. Company name 2. “Hiring” or “Help Wanted” wording, and 3. Job title. Potential applicants should know within seconds who is hiring and what position is available.
· Be clear and specific regarding the position. Include details such as description of duties, required skills, work schedule, and whether the position is full-time or part-time. Mention any education, certifications, or personality traits you are looking for. Explain whether remote work is allowed or whether the employee must work onsite.
· Some employers choose to include a pay range. Others prefer discussing compensation later in the hiring process. Either approach can work depending on the situation.
· Be sure to include a clear method for contacting you. Include a phone number, email address, fax number, or a link to an online application portal.
· If your company has a website, include it in the advertisement. Serious applicants will visit your website to learn more about your business, values, and services before applying.
Remember, the job advertisement often creates the candidate’s first impression of your company.
How to Filter Though Applications
Once applications begin arriving, employers face a new challenge: sorting through them efficiently.
For larger companies receiving many applications, software solutions can help. Resumé parsing software uses artificial intelligence to extract information from applications and identify candidates whose qualifications most closely match the position requirements. This can significantly reduce the amount of time spent reviewing applications.
However, most small businesses still prefer reviewing applications by hand. A practical approach is to sort applications into three categories: 1. Not a fit, 2. Possible match, or 3. Best match. Evaluate each candidate against the criteria you established when creating your help-wanted advertisement. Check for required skills, experience, certifications, personality traits, and how well they presented themselves. This process organizes what can otherwise feel overwhelming.
Communicate Promptly
One mistake employers make is failing to acknowledge applications. A simple message thanking applicants for their submission demonstrates professionalism and respect. Let applicants know their application was received and that you will reach out again if you would like to set up an interview. Avoid promising a follow-up date unless you can keep it. This gives you flexibility while still treating applicants with courtesy and clarity.
Focus your attention first on the strongest candidates. Begin with brief phone interviews. These conversations can quickly reveal whether a candidate matches your expectations. Some candidates who appear excellent on paper may prove to be a poor fit during a phone conversation, while others may exceed your expectations.
After phone interviews, schedule in-person interviews with the strongest candidates. Because interviewing deserves its own discussion, we will not explore that process in detail here.
Avoid Common Mistakes from the Outset
Moving Too Slow or Too Fast
Hiring requires balance. Some employers move so slowly that top candidates accept opportunities elsewhere. Others move so quickly that they make poor hiring decisions.
Take time to communicate and explain your hiring process clearly. Let candidates know what steps are involved, when interviews will occur, what timeline you anticipate, and when decisions will likely be made.
Also seek to understand their situation. Are they unemployed and available immediately? Would their current employer need several weeks or months to replace them? Management positions often involve longer transition periods than entry-level positions.
Treat candidates and their employers as you would wish to be treated if one of your own employees were leaving. Jesus taught this principle in Mathew 7:12, “Therefore all things whatsoever ye would that men should do to you, do ye even so to them.” The Golden Rule applies in hiring as much as in any other area of life.
Discrimination
Employers should understand the basic hiring laws regarding discrimination. Certain questions may be considered inappropriate or unlawful to ask during the hiring process. We will not explore those details here, but every employer should become familiar with the regulations.
Beyond legal requirements, Christians should treat every applicant with dignity and respect as individuals created in the image of God.
Unclear Job Descriptions
Another common mistake is creating vague or misleading job descriptions. Ensure the job title accurately reflects the work that the candidate will do. If someone is being hired as an office administrator, don’t surprise them with mostly sales responsibilities. If construction labor is required, say so clearly. Surprises create disappointment, frustration, and employee turnover. Clear expectations benefit everyone.
Ignoring Current Employees
One of the best places to find candidates is through the team you already have. Before advertising externally, share the help-wanted ad with your staff. Ask them to distribute it through their personal network and social media accounts.
This serves several purposes. It keeps everyone informed about upcoming changes, explains why applicants may be visiting the workplace, and opens the door for them to recommend qualified individuals from their network. Just as importantly, current employees may be interested in the new position themselves; providing internal opportunities can strengthen employee morale and retention.
You may also want to let employees know they will have some involvement in the hiring process, which can help create a buy-in and improve team unity.
Consider offering an employee referral program. Perhaps for every valid candidate an employee brings in to you, give them a $100 gift card. And if you hire someone that your employee brings in, give that employee an extra bonus.
Leaving Candidates Hanging
One of the most frustrating experiences for job seekers is never hearing back from employers. Do not leave candidates wondering what happened. Clearly communicate outcomes. If a candidate is advancing, explain the next step and timeline.
If you do not move forward, simply thank them for their time and inform them that another candidate has been selected. You are not obligated to provide detailed explanations. However, kindness and professionalism honor both the applicant and your company’s reputation.
Proper Questions to Ask on an Application
The questions included on an application should match the position being filled. An entry-level labor position will require different information than a management role.
Basic questions often include: work experience, education, skills, certifications, achievements, motivation for applying. For questions to be effective, they should be relevant, specific, and objective. Every question should help determine whether the applicant can successfully perform the job.
Avoid asking questions simply because you are curious. Instead, focus on gathering information that relates directly to job performance and organizational fit. As mentioned previously, be careful to avoid discriminatory questions and ensure compliance with applicable laws.
Wisdom, fairness, and integrity should guide the entire process.
What to Look for on an Application
Applications tell a story. While they never reveal the complete picture, they provide valuable clues about a candidate.
Relevant and Consistent Work History
Look for experience that aligns with the position. Pay attention to consistency. Frequent job hopping can be a red flag, especially if there is no reasonable explanation. While there are legitimate reasons for changing jobs, repeated short-term employment may indicate challenges with commitment, performance, or workplace relationships.
Education and Certifications
Review educational achievements and certifications. Do they match the requirements established for the position? Not every job requires advanced education, but positions involving technical knowledge, licensing, or specialized responsibilities often demand specific credentials.
Skills and Competencies
Examine the candidate's skill set. Do their abilities align with the responsibilities of the role? Do their experiences suggest they can contribute positively to your company culture? Skills can often be taught. Character is more difficult to develop.
Many employers have discovered that hiring a person with a great attitude and strong character can be more valuable than hiring someone with impressive credentials but poor interpersonal skills.
Achievements and Results
Look at what the applicant has already accomplished. What results has the candidate achieved? How have they contributed in previous roles? Past performance does not guarantee future success, but it can provide helpful insight into potential work ethic.
Communication and Presentation
How someone fills out an application tells you a lot about how they will handle their work responsibilities. Look for clear writing, neat organization, and accurate details. Proverbs 22:29 says, “Seest thou a man diligent in his business? He shall stand before kings; he shall not stand before mean men.” Diligence remains a valuable quality in every industry.
Conclusion
For many family businesses, placing a “Help Wanted” advertisement represents a major milestone. That can feel exciting but also intimidating. While no system guarantees a perfect hire, intentional planning, clear communication, thoughtful evaluation, and prayerful wisdom can greatly increase your likelihood of finding the right person for the job.
As Christians, we should remember that employees are not merely workers. They are people created by God, deserving of dignity, fairness, honesty, and respect throughout the hiring process.
What challenges does your company face when hiring? The vision of Plain Talent Connection is to connect talent. Some individuals have the vision and drive to build a successful business, but they need qualified employees to help make that vision a reality. Others are gifted to serve in management, administration, production, sales, or trades. Plain Talent Connection seeks to help bring these opportunities together by connecting the right talent with the right place.
What hiring challenges is your company facing, and what are ways Plain Talent Connection can better assist your company? We invite you to share your ideas, experiences, and suggestions as we work together to connect people, strengthen businesses, and honor God through faithful stewardship of the opportunities He provides.
In future articles, experienced HR managers will share practical insights on interviewing, onboarding, employee retention, and other important hiring topics.
Jason Sensenig lives in Tyrone, Pennsylvania, with his wife and six children. He is the founder and owner of Plain Talent Connection, a recruitment service dedicated to helping businesses within the plain community connect with qualified employees. Through his work, Jason assists employers in finding dependable talent while helping job seekers discover meaningful employment opportunities. For more information or to connect with Jason, email jason@plaintalentconnection.com.