Staff Hiring for New Businesses in the USA

Hiring staff is arguably the primary issue faced by about 99% of those just starting a business in the United States. Many believe that it is easy, yet they are essentially guided by the same misconceptions they had back in their home country. The most interesting thing is that these misconceptions simply "do not work" either in Kazakhstan or abroad. That’s what makes them misconceptions. Do you want to know what they are? It's quite simple. Employers believe that the following essential qualities are sufficient for productive work:

• Having highly qualified employees;
• Working towards results;
• Efficiency;
• Adherence to professional ethics by the hired personnel.

In reality, it turns out that, at best, the staff hired by the business owner possesses only one quality—knowledge of the Russian language. And that’s it. Nothing more. What do you think such a worker will achieve?

Why does this happen? Why are the clearly stated criteria for selecting candidates completely disregarded? The whole problem lies in the mentality of the employer, who makes their choice purely based on emotions, that is, they choose “with the heart of a Slavic person.”

In order for the choice to be truly impartial, and for you to gain all the necessary skills and more, it is better to entrust the hiring process to professionals who possess not only certain professional skills but also knowledge of psychology, and who definitely won’t make their choice in favor of “Russian Emelya sitting on the stove.”

The employees of US Business Services Corp. will definitely not offer you semi-illegal workers. We have one criterion: every hired employee must bring profit to your company and increase its value.

To achieve this, we carry out a series of sequential actions, including analyzing the vacancy, searching for and adapting personnel, and so on.

Main Practical Actions We Take When Searching and Hiring Staff

Initially, we develop a business plan for your enterprise.

Then, based on this plan, the company’s goals, volume, types of work, and scope of work become clear.

Based on the identified criteria, the company structure, required equipment, and staffing schedule for hired personnel are developed.

This is all possible because we use a proven and repeatedly validated personal modeling methodology in our work (not only in the American market). Moreover, it is fully relevant for any business, as it is based on criteria such as qualification requirements, motivation assessment, and the psychological compatibility and complementarity of employees by types of intelligence and temperament. The modeling method allows us to determine not “What is my ideal candidate,” but the most realistic candidate whose combination of qualities will bring your company maximum returns.

Additionally, besides testing, interviews are mandatory—one of the methods that remain relevant at all times. As for professional skills, special qualification questionnaires are used to assess them, allowing for a high degree of accuracy in determining the candidate's skill level, primarily based on practical experience.

Verifying references provided by candidates is also a necessary step. This involves conversations with previous employers as well as correspondence with them.

We search for employees who meet all the aforementioned criteria across numerous American personnel databases, which include millions of resumes of candidates with various qualifications and are updated daily.

The main databases we use to find a suitable candidate for you include:

• a database of managerial personnel at all levels;
• numerous databases of financiers, accountants, auditors, and bank employees;
• a database of lawyers, investment specialists, and insurance professionals;
• IT, marketing, and advertising specialists;
• databases of secretaries, receptionists, and office managers;
• production specialists;
• sales specialists;
• databases of service personnel with various qualifications, including those who speak Russian (and other) languages.

For final approval on each vacancy, you will be provided with 3-5 candidates who have been vetted against all the above criteria.

Our work as specialists at US Business Services Corp. is focused solely on achieving practical results, as we employ several principles that have demonstrated high effectiveness.

Main Principles of Our Work That Lead to the Desired Results

Principle of Efficiency

This principle is based on the idea that your interests and the interests of your company are valuable by default; therefore, we work on the basis of trust, partnership, confidentiality, and honesty. This is maintained in relations with both clients and candidates.

Principle of Quality Orientation

This principle means that you will receive for consideration only those candidates for the position who fully meet both your personal criteria and professional qualities.

Principle of Partnership

You, as our client, are the key link in the search for a suitable candidate, so interactions with you and the candidate are conducted solely based on open partnership relations from the moment we search for them in the database to the moment of contract signing. Our company acts as a mediator-partner in dialogue with you and the candidates. As practice shows, this strategy yields the most effective results.

Principle of Personal Orientation

This principle states that the initial stages of searching for suitable employees are conducted exclusively by us and only by us. We do not delegate these powers to anyone, and for this reason, we guarantee high efficiency in the search for suitable personnel. We also conduct the interviews ourselves, and we can then delegate initially suitable candidates to outsourced staff.

Principle of Maintaining Optimal Salaries

Flexibility in pricing policy when searching for personnel is also a key step. We initially agree on your price preferences, the maximum “salary cap” beyond which you are not willing to negotiate. At the same time, the candidate we find will possess all the specified professional skills, and is not necessarily the highest-paid. Our fee ranges from 10% to 25% of the annual income (payroll fund) of the personnel and directly depends on the level of the position being filled, that is, what level of specialist you require, the complexity of the project, and the urgency factor.

It is also possible to sign an annual contract for comprehensive servicing of your company (and/or its management). In this case, these employees work for us, but “under contract” at your company. This allows you to avoid additional taxes, social package costs (benefits), and extra expenses in case of employee termination.