Finding the right people for your team is no easy feat. Sifting through resumes and applications, while you’re struggling to keep your head above water. Before you choose the wrong person, or just freeze from stress, read these tips on hiring a stellar team.
Figure out what you ACTUALLY need
It’s easy to realize you need help, but it’s not always easy to determine how much help you need. The worst mistake you can make is bringing someone on full time when you really need a part-timer or bringing on a team of 4 when you can do it with 2. Personnel can be very expensive, and it hurts morale if you have to do layoffs a few months after hiring a team because you over-hired.
Take some time and write exactly what tasks and roles you need and how much time you spend per week doing those things, or how much time per week would be needed to complete the tasks with precision. Don’t be afraid to bring on a contractor for a few hours a week at first. It’s always easier to add more hours to someone’s contract than to take them away.
Less is more
While it is important to choose the right candidate, don’t get lost in an endless cycle of interviewing, looking for the “best.” Screen your applications carefully, and develop a phone screening questionnaire to narrow down your candidates. Give yourself a timeline to choose the candidate. Interview a few very qualified candidates after your phone screens and trust your gut. This person is going to represent you, your brand and your vision. Make sure you see a future with them.
Ask the (right) questions
Many small business owners get caught up in explaining their business, their vision and themselves. Yes, it’s super important for new hires to “get” it. And yes, you’re excited about your brand and want this person to buy into your vision. But don’t spend the interview talking about you. You need to know about the candidate-and how they will succeed in the tasks you have for them and how they will work with you. Also, while you might be tempted to hire the candidate most like you, think about the business-choose the candidate that can fill in the holes for you, someone who has different strengths than you.
Get moving
Don’t stay stuck behind a desk or in a conference room. Show the candidate around your workspace, small or large as it may be. Introduce them to any of the other team members you have. It’s valuable to see how the candidate interacts with others and to see how genuinely interested they are in your work. Do they ask questions of the team, or about your shipping station and photography standards? If you don’t have a workspace or team to introduce the candidate to, pay attention to the way they treat the barista at the coffee shop, or conduct one of your meetings over lunch. Can they keep a conversation going, are they timid or confident speaking to others and navigating the restaurant? Not all hiring managers think of these unconventional ways to vet candidates.
Fire quickly
It will happen. You will hire someone who is not a fit for your team, for whatever reason. The moment you realize this, take action. Give the team member a chance to get back on track by addressing the issues, but be prepared for termination. Begin the interview process quickly for a replacement. Do not waste time for yourself or your team member by dragging it out any longer than necessary. It’s bad for morale and the bottom line.
What are some of the best pieces of advice you’ve gotten about hiring a team?
MACK GUIDED 