So you’re ready to make your first hire. Congratulations — it’s a huge milestone for any small business. But before you roll out the welcome mat, take a pause. One skipped step could set your company back months, or worse — compromise everything you’ve built.
When you’re hiring your first employee, you’re not just expanding your team. You’re entrusting someone with your business, your data, and your reputation. And without the right foundation, a bad hire can cost you tens of thousands of dollars, derail operations, or even trigger legal complications.
Let’s talk about the critical step first-time employers can’t afford to skip: background screening - and what else you should do to protect your company.
Why This One Step Matters So Much
When you bring on your first team member, you’re doing more than filling a role. You're shaping the future of your business. In fact, the cost of a bad hire can run upwards of $15,000 according to the U.S. Department of Labor, and that doesn’t even account for lost time or reputation damage.
With a single hire having such an outsized impact, you need to start strong — and screen smart.
1. Run a Background Check
Don’t assume — verify.
A resume and an interview won’t always reveal the full picture. Running a thorough background check can help you:
- Confirm identity and eligibility
- Uncover criminal records or red flags
- Catch aliases or mismatched documentation
Pro Tip: Choose a provider that offers identity verification, national criminal database searches, and alias matching for a fuller picture. Avoid relying on DIY or Google-based vetting - it's risky and potentially non-compliant (FTC Fair Credit Reporting Act).
2. Ask the Right Questions
Go beyond the resume.
Hiring isn’t just about skills - it’s about values. When interviewing, consider:
- Behavioral questions that gauge accountability
- Culture-fit prompts that reflect your brand values
- Situational responses to ethical dilemmas
For example: “Tell me about a time you made a mistake at work. How did you handle it?” reveals far more than a polished CV ever will.
Check out this Forbes article on interview red flags to refine your approach.
3. Document Everything
Your first hire deserves a professional process.
From an offer letter to a W-9, keeping your documentation in order ensures you're legally protected and sets expectations from the start.
Here’s what you should always document:
- Signed offer letter with outlined responsibilities
- Employee agreement or NDA
- Background screening consent and results
Even if it’s “just one person,” treat it like the start of a 100-person team. It builds trust — and scales smartly.
For a checklist, explore Bchex’s onboarding process tips.
4. Set Expectations Clearly
Clarity builds trust.
From day one, let your new hire know:
- What success looks like
- What behaviors or results are non-negotiable
- How performance will be measured
Misaligned expectations lead to resentment, missteps, or turnover. A clearly defined employee handbook or welcome doc (even a short one) is invaluable.
Need a template? The U.S. Small Business Administration (SBA) offers great starter resources for first-time employers.
One Bad Hire Can Cost You — Don’t Risk It
The cost of skipping a proper hiring process isn’t just financial. It can affect your brand, your client relationships, and your team culture before it even forms.
Hiring your first employee should feel exciting - not risky. And with the right steps, it can be.
If you're ready to screen smart and hire confidently, Bchex can help. From identity verification to daily monitoring tools, we’ve helped thousands of businesses build safer, stronger teams from day one.
Ready to make your first hire count?
Explore Bchex screening solutions for small businesses and set your team up for success.
