Bringing on your first hire, or the next hire, is a huge step—it’s exciting, but let’s be honest, it can also be terrifying. You’re probably wondering, What if I pick the wrong person? What if they don’t get the job done the way I do? What if I can’t afford it? These are normal thoughts. But here’s the deal: hiring isn’t just about offloading tasks—it’s about making a smart investment in your business growth while handing off tasks.
The biggest mistake I see business owners make when hiring is hiring out of desperation instead of strategy. You don’t want to bring someone in just because you’re drowning in work—you want to bring in the right person who actually helps move your business forward. You also want to offload the tasks that will allow you to do more money-making activity.
Here are 4 key steps to ensure you make the best possible hiring decision:
1) Define the Specific Role
First, you need to determine the exact position you need based on your business’s current needs. Do you need a bookkeeper? Someone to run your social media marketing? Do you need an admin to respond to client inquiries? Gaining clarity on this will help you make the right decision on which role to hire.
2) Identify the Required Skills and Mindset
Every business is different and not every person will be a good fit for the organization. Once the role is decided upon, figure out which skills are non-negotiables and which would be nice to have in that role. Decide the type of person that would be a good fit. For an admin role, you may need a get it done type personality, a self-starter. For someone in a more strategic role, you want them to be a critical thinker. Hiring for culture fit of the organization is just as important as hiring for the specific role.
3) Develop a Structured Interview Process
Create a standardized approach to interviewing candidates. This includes:
- Setting a timeline for keeping the job posting active
- Decide on response times to applicants
- Conduct interviews close together for better comparison of candidates
- Use a standard set of interview questions (you’d be surprised at how many businesses do not do this)
- Once you make your hiring decision, inform unsuccessful applicants that they did not get the job (do not leave them wondering)
4) Create a Solid Onboarding Process to Set Them Up for Success
Creating an onboarding process will help to ensure you are training them on the necessary components of the job role. This should include casting vision for the role and how it aligns with the organization, basic training on company processes, training on technology, and systems. It is also clearly defining what success looks like in the role.
This includes basic training. If you want them to do the job right, you have to train them on what you believe is the right way.
Hiring the right way isn’t about luck—it’s about being intentional. It is about making smart investments in your business growth. By being intentional in your hiring process, defining roles clearly, hiring for potential as well as experience, and setting clear expectations, you’ll find a real human resource for your business rather than just filling a position
I’d love to know, do you have your hiring process dialed in?
Ways to Work Together
If you are feeling trapped in your business and not experiencing the freedom you want, here are the two ways we can work together.
One-on-One: Ready to create a business that allows you the freedom you want? We are passionate about our custom solutions and systems for your business. Our approach takes your industry, your unique disposition as a business owner, and your emerging definition of success, and we develop a unique to you plan to move you towards loving your business again. Click the link above to set up a call identify your goals, discuss your current roadblocks, and to ask any questions about working together.
Business Roadmap: This is for the business owner who needs help on what the next thing is to do, and the next 5 steps after that. You don’t need another social media course, email funnel, or sales strategy, but a plan specific to you and your business. You’ll gain clarity on where your business is at, create a plan, you’ll know what to do and what to ignore, along with the resources you need. In the end, you will take that plan and implement, saving you thousands of dollars and years of headache.
A third way, and I know I only said two, but sometimes I can’t help myself. If you are feeling stuck and are in need of resources, reach out. I am happy to point you in the right direction and even provide an asset of my own to help you move forward.
Stephanie German is a business strategist, adjunct professor, and speaker. She holds a master’s degree in organizational leadership and loves giving back to her community in a variety of ways. When she’s not coaching clients or writing about leadership, Stephanie is usually headed to the mountains or the beach with her family, drinking savory wine, or working on the latest project with her husband. Stephanie’s greatest desires are to raise up the next generation of leaders while raising her own children to be strong, independent, and brave. She lives in Fresno, California with her husband Blake and her three spunky daughters, Cara, Kinsey, and Peyton. She is the best-selling author of So Your Boss Can’t Lead?