Hiring staff, especially the first few, can be incredibly daunting for small business owners. Nine times out of ten it is because making the shift from being the ‘Chief Everything Officer’ is something they want, but also struggle to let go of.
Making that all important leap is something I see business owners struggle with time and time again. Understandably there are a host of concerns that surround the decision – From can I afford to? To how on earth will I find the right person? What if it doesn’t work out? And the biggest one, what if I hire them and then can’t afford to pay them?
Here’s the thing though – what happens if you don’t hire someone?
It is natural to be cautious about hiring new staff. We are all really good at coming up with reasons why we should not do something or hold off a little longer. However, when we focus on the ‘what ifs’ and the negatives we tend to lose sight of the bigger picture – why we need or want to hire.
If you find yourself dragging your feet, or ‘waiting for the right time’ there are two fundamental questions you need to ask yourself:
- What happens if you don’t hire someone now?
- What will not hiring someone mean for you and your business?
Chances are your answers may include the below (none of which are good things):
- Your business is unlikely to grow.
- You will continue to be overworked, overwhelmed and stressed.
- You may not be able to provide your customers or clients with the level of service they deserve or you promise.
Rather than continuing to wait for the ‘right time’ to arrive (it won’t), start focussing in on what it is that you and your business need to help you achieve your goals.
Be crystal clear on what (or who) you want to hire
In my experience, a lot of the trepidation business owners experience around hiring relates back to not doing enough planning. Once you know who you need and what the new staff member will bring to your business the idea becomes a lot less daunting. Begin by asking yourself:
- What does the business need?
- What tasks, functions or activities do I want to delegate?
- What skills do I want or need in my business?
The answers to these questions will allow you to start creating a job description and bring you clarity and confidence.
Finding the ‘right’ person for the job
There are a whole host of different avenues you can take to find the right candidate for the job – including asking your network for referrals, advertising or using a recruiter. What will work best for you depends on you, your business and your needs.
If you have a good network it makes sense to put the feelers out there and see if someone you know, knows someone. Advertising on platforms like seek.com.au and linkedin.com is also a good option – but it requires a time investment. If you do not have the time to invest, it may make more sense to engage a recruiter. While recruiters come at a cost (usually 15% to 20% of the salary) the investment can be highly worthwhile if it allows you to focus on doing what you do best.
Selecting the best candidate for your business
Often business owners make the mistake of hiring based on skills alone, only to find themselves firing based on cultural fit. While a 12 week probationary period gives both you and the candidate time to make sure the arrangement works for you both, you should never employ someone on the basis of the probationary period. Instead focus on getting the right person in the right seat, from the outset. To do this you need to prioritise cultural alignment and values over skills and experience.
Ultimately your goal is to find someone who will be an asset to you and your business and grow with you and often that isn’t the person with the best credentials or most experience. Skills can always be taught and enhanced, values and personality cannot.