From your very first hire, you want to make sure you are attracting the kind of employees who will be an asset to your company. You want that first employee to be a hard-working, conscientious individual that you won’t break the bank to hire. But it goes deeper than that. Hiring your first employee requires plenty of planning and reflection to understand your staffing needs and your management style. Your first staff could be the freelancers you need to the full-time admin you need to offload some of your backend tasks.
Start with the Tasks You Need Help With
Before you write the job description that will help you attract the right people, start by simply brainstorming about the tasks you need help with the most. Initially, the list may be helter-skelter, with some admin tasks, some marketing, some finance, and so on. But as you complete the list, start to sort them into categories so you can determine what type of role you need to hire for. Then prioritize those job tasks so you can tackle the most important ones with your first hire.
It’s helpful to divide this list into the following categories. Each job description you put together will likely include some of each:
- Critical tasks
- Routine tasks
- Occasional tasks
Consider Your Hiring Options
Full-time isn’t your only option here, and if your budget is small, it might be further down the road. You can also consider the following:
A part-time staff member typically works 15-30 hours a week, and you aren’t required to pay health benefits for them, typically. The perk to part-time is that you can adjust worker schedules to reflect the needs of your business. The downside is fewer people are looking for part-time roles.
Usually you hire a temp worker through an agency. They’re ideal if you need help for a few weeks or months, as you can let them go when your busy season is over. Another advantage of this option is if you don't like the worker, you can call and get another one.
Working with freelancers or 1099 employees can help with short-term needs, such as getting your website designed or handling your virtual admin needs. You don’t pay social security or payroll taxes for contractors. One perk is that you can test out contractors to see how you like them, and then hire them full-time if they are an asset to your business.
A cost-friendly staffing option is the intern. Look to a local college to find a low or no-cost intern who’s studying a field that you need help in. Once the semester is over, however, you lose your cheap labor. Still, if you like their work, you can always hire them.
Next, Write Your Job Description
Now that you’ve defined the tasks you need your first employee to tackle, organize them into separate jobs. This is important so that you’re not trying to recruit an amazing admin who not only can file but can also file your taxes, manage your social media, give you a manicure, and run your IT department!. Now, it’s time to organize your thoughts into a job description.
The more detailed your job description, the more likely you will be to find exactly the right fit for the role you need to fill. I like to write down everything that employee could possibly be asked to do so that there are no surprises down the road.
Start Your Search
With that job description, look in as many places as possible to maximize your search. You can (and should) open your job search up to:
- job boards
- social media
- your network
Let everyone know you’re hiring, since referrals are an excellent source for great employees.
If you’ve spent the time up front to clearly identifying the type of employee you need, you should be rewarded with one who will help you take your business to the next level.