If you’re the owner or manager of a small business, the prospect of bringing new employees into the fold can be both exciting and anxiety-inducing. On the one hand, it’s extremely exciting to have the budget and resources to bring new team members into the fold. On the other, your small business is your baby and your livelihood—so you can’t afford hiring mistakes that affect your success and productivity. Consider these six hiring tips as you write job descriptions, conduct interviews, and train your new employees. 1. First things first: meet state and federal regulations. The rules are different when you start hiring employees. Get started with these hiring steps from the Small Business Administration. You may also want to network with fellow owners of growing small businesses to share advice on the most helpful accountants, background check providers, and so on. 2. Let your brand’s personality shine in the job description. If you’re not yet a well-known brand and you’re trying to attract the best talent, you must stand out to potential applicants with a wealth of job opportunities at their fingertips. One way to do this is by crafting a job description that showcases what’s unique and especially exciting about your company. Whether you explain how you’re disrupting an industry or share examples of recent media coverage, your job description has to be memorable for applicants who are scrolling through endless job options. 3. Building a new team from scratch? Consider a group interview. For example, if you’re building a new sales team from the ground up, you’ll want a manager, senior-level salespeople, and junior employees. You may consider bringing in those who’ll need to frequently collaborate for a group interview, gauging how well they work together and relate to each other. 4. Be honest about the role’s challenges in the interview. Small businesses have different challenges and opportunities from a large corporation. Be transparent with potential job candidates (without giving away proprietary details, of course) about the hurdles you believe will impact them most in that role. These challenges could be a small or nonexistent advertising budget if you’re hiring a marketing manager, or the fact that your website and logo need total rebrands if you’re hiring a designer. The best employees—the ones you really want to hire—will welcome challenges and look forward to finding solutions....