Hiring your first employees is an exciting step. You are no longer alone and can benefit from another brain and an extra pair of hands. Here are some key tips to ensure that you are successful.
Direct or outsource? Growing a business is unpredictable. Adaptability is key. Freelancers give you access to expertise without the long-term commitment of a direct employee. Independent suppliers provide exceptional service without the multiyear tie-in of the large providers.
Robust Employment Contract. Consider the clauses you need included. Is your intellectual property or confidential information protected? Does the notice period give you enough time to recruit a replacement? Do you need a non-compete clause to prevent an employee from working for a competitor (if you do, make it as specific as possible, generic non-compete clauses are hard to enforce).
Interview Properly. Take the time to conduct a robust interview process because managing the wrong hire takes much longer. Adding another assessor to the process will help spot things you do not and interviewing more than one person provides a valuable benchmark. Some people interview well but may not be as strong technically. Therefore assessing the technical skills they need is a good idea.
Hire for Attitude. Your first hires are likely to be involved in many business activities beyond the initial role you envisaged. Therefore, hiring flexible self-starters is as important as having the right skills and experience. If you’re not sure exactly what the role will end up doing, saying so in the job advert will help filter out those who are not suited to it.
Be flexible. Flexible working means more than just working from home. Offering flexible hours or days can help you attract a wider talent pool. With competition for talent high, offering more flexibility can help you compete with much bigger companies.
Add Diversity. Hiring individuals with different backgrounds and experiences increases the pool of knowledge your business can draw from. This improves both your adaptability and decision-making.
Induction. Now you have the right person, set them up to succeed. Think about who they need to meet and what they need to know. Use this to plan out their first few weeks in the business.