There isn't an exact blueprint for the perfect process, but you can establish best practices to make hiring new employees a little less painful.

By Randy Gerber

Not too long ago, one of my most valued employees notified me that after a six-year run with our team, he was ready to take his career in a new direction. At this point, where most employers tend to react with panic, I respected the employee's decision and reacted with composure. As a business owner, or supervisor, shifts within a team inevitably occur. It's having a plan of attack ready for these changes that makes a difference.

In this particular instance, I was given plenty of notice and we even worked together, utilizing my contacts to help this person find a position he was better suited for. The mutual respect we shared made the transition smooth for him and the rest of the team.

No matter the size of the company, the object is to develop a hiring process and routinely evaluate and adjust your approach to reflect the goals of your organization. These four guidelines can help navigate one of the most daunting parts of any business:

Utilize Your Personal Network
In a tight-knit community like Columbus, reaching out to friends and professional contacts is a great place to start. While it shouldn't be your only method, bringing in potential hires through respected and trusted sources can remove the first layer of screening to see if a candidate is the right fit.

Understand Your Capacity
Get real about what is feasible. Hiring in advance of your capacity can cause more issues than it solves. Be realistic about your needs and how bringing on someone new will affect your team and internal processes. Start by asking yourself questions like, "What's my capacity today? What capacity do I need in 30/60/90 days? Is this hiring issue seasonal?

Hire Your Way
I've never believed in a capitalistic approach to hiring-letting the "weakest link" go to hire the "best." Test different methods to see what works for your business and culture. It is ultimately a matter of trial and error.

Recognize That Good People Are Hard To Find
As a business owner, I value relationships above everything else and will hire the person with the right mindset over the right skillset every time. It's easier to teach a qualified individual new skills than it is to teach them how to be a member of the team.

The first step to making hiring less painful is establishing a process. The second is making it your own. Elements such as personality testing and team member interviews can help further refine the hiring process. There isn't an exact blueprint for the perfect process, but you can work to establish best practices for your organization to make hiring new employees a little less painful.

Randy Gerber is founder and principal ofGerber LLC, a professional services firm that works with first-generation entrepreneurs. Gerber works withclients to plan for business growth and understand what they want out of life, and then puts holistic wealth management plans in place to help make it happen.