First, figure out what kind of employee you might need. It helps to make a list of everything you do for your business right now.
List the tasks you spend the most time on, the ones that are most essential to your business, and the ones you can’t do at all because you don’t have the time or the expertise to complete them.
Then, make a list of how hiring a new employee could help your business. Will it help you concentrate on other parts of your business?
Will a new hire complete a task better than you could?
Will they be able to do tasks you can’t do?Once you know what kind of employees you need, break out your calculator and use math and data to help figure out if hiring a new employee and having them take over your tasks can actually lead to more sales or business growth.
If the numbers are telling you that you can’t afford a new employee or if you can’t see how hiring them will help your profits, then you might not be ready to make a hire.
Another area to think through is whether you need a full time employee or a freelancer or contractor.
An independent freelancer or contractor can handle certain tasks for a certain amount of time, and will bill you based on that.
They might be a good solution for a smaller business that needs help but isn’t ready for a full time employee.
For example, let’s say you need some online ads created, but don’t need a full time designer.
You might consider hiring a freelancer for a week to make the assets you need.Freelancers and contractors can sometimes be tricky to work with, though.
It can get expensive if you need to use them a lot, and since they’re not your employees they might not have time in their schedule to handle all your needs.If you need consistent extra help and want someone who will become part of your team’s culture (and who will help you grow your business) then it might be a good idea to bring in a full time employee.
LISTEN UP Once you’re ready to hire someone, spend some time creating a strong job description.
The task list you made can help with this.
Make sure to include the job title, description of the role, job responsibilities, and a summary of your company and culture.
Then, figure out how you’ll recruit job candidates. Will you ask your network for references? Will you use a staffing agency, job websites, and/or industry events?Depending on where you’re based, you might consider websites like Craigslist or ZipRecruiter.
Networking events, conferences, and meet-ups can be great places to meet candidates in person or just get the word out that you’re hiring.You can also try posting on job boards, like one at a local college. And don’t forget about local newspapers – they can be a great place to post your job description.Finally, post your job description on your social media profiles and other online hubs where you network with people in your industry. This can help you find candidates who already have a connection to you or your business.
Before you can bring any job candidates in for an interview, think about what type of interviews you’ll hold.You might consider holding structured interviews that ask every candidate the same questions and evaluates them on the same criteria. Each question should be designed to test people on skills they need to succeed on the job.Then, have a process for getting all the interviewers together and making a hiring decision as a group.
This will help you avoid individual bias and make sure your hire is a good fit for the entire team.