Things To Consider Before Hiring Your First-Ever Team Member As An Entrepreneur

Things To Consider Before Hiring Your First-Ever Team Member As An Entrepreneur

Disclosure – this is a collaborative post.

If you’re thinking of hiring your first member of staff and you’re unsure where to start then don’t worry, you have definitely come to the right place. Whether you’re looking to hire someone for a short term project or you want to bring someone on board full-time, you need to be sure you’re doing all that you can to find the right person for the job. Luckily, there are lots of ways you can do exactly that. From writing the job description to setting an overall budget for the hire, the more you plan in advance the easier your search will be. With that in mind, here are a number of things you need to consider before hiring your first-ever team member as an entrepreneur

– Do You Have An Overall Budget?

One of the first things you need to consider when it comes to hiring your first-ever team member is whether or not you have a budget for hiring. Whilst this is mainly referring to the cost of their yearly salary, it’s also important to think about how much it is going to cost to hire them. From placing a job advertisement to the employee onboarding process, there are lots of hidden costs when it comes to bringing someone new into your team. The best thing to do, of course, is to work out the average cost for each stage of the recruitment process. From there, you will be able to work out exactly how much it is going to cost. 

– What Role Will They Be Doing?

Once you have set your budget, you need to think about the role they’re going to be doing within your business. Although it may take some time, the best way to do this is to write down all of the tasks you would like them to fulfil. From the things they’re going to be doing daily to the one-off tasks they may have to take on board, the more you’re thinking of in advance the better. 

– Have You Written A Job Description? 

Once you know what role your new team member is going to be doing, you need to write a detailed job description. Although it may seem difficult at first, all you need to do is write a list of the jobs they’re going to be carrying out on a daily basis. You will need to mention the types of people they will be working with, how long they’re going to have to work each day and the salary you’re going to pay them. If there are any other benefits, these should also be included in the job description. 

If you think the role has a chance of changing over the coming months, this may also be important to mention. You don’t want to bring someone on board who isn’t prepared for a little bit of change. For tips and tricks when it comes to writing a job description, you can visit this site here. 

– What Skills Do They Need To Have?

Whilst you’re writing your job description, you also need to think about the skills your ideal employee will need to have. 

Whether this means you require them to have a degree in a certain subject or you’re willing to train someone with very little experience, the skills you require should be included at the bottom of your job description. Not only will this mean you’ll only have candidates that are suitable for applying for the position but it will also make going through the applications much easier. 

If you’re unsure what skills you require your ideal candidate to have, you can leave this section blank. 

– Where Will You Be Advertising The Position? 

Once you have written your job description and thought the skills you require, you need to think about where you’re going to be advertising the position. 

The best place to advertise your position is on social media, especially if you’re looking for a candidate that has a lot of skills when it comes to the digital side of the business. 

If you are advertising the position locally, you may want to consider advertising it on a select few local sites but if you’re after someone globally, there are plenty of places for you to advertise the position. 

For a guide to advertising your job vacancy, you can visit this handy site here. 

– How Long Will You Advertise It For?

Once your job advertisement is live, you need to decide how long you’re going to advertise it for. Depending on the nature of the job, you may find that it is difficult to find good quality applications and if that is the case, you should leave your job advertisement up for at least 4 weeks. If you have lots of applicants during the first few days, you may want to consider taking it down until you have had a time to go through all of the applications. If no one is suitable, you can put it back up and try again. 

– How Will You Shortlist Candidates?

When you start receiving applications for the job vacancy you have advertised, you need to think about how you’re going to shortlist your ideal candidates. If you have had a lot of applications for the position it may simply be a case of going through each individual resume and seeing who you think would be a great fit. Whether they have the right experience or you can see there is a willingness to learn, you can actually tell a lot just by skimming over the details of a resume. If you find you’re shortlisting to many candidates, you may need to be a lot stricter with your choices. For tips and tricks when it comes to shortlisting candidates for a job vacancy, you can visit this site here. 

– Where Will You Be Conducting Your Interviews?

Now that you have a list of shortlisted candidates, you need to think about where you’re going to interview them. If you’re interviewing for a remote position, for example, you may want to consider using video calling software to conduct your interview. If they’re nearby, a face-to-face interview is definitely a better option. 

– When Do You Want Them To Start?

Another important thing to consider when it comes to hiring your first-ever team member as an entrepreneur is when you want them to start. Depending on their current job and the notice period they have to give, you may find that you need to wait at least 30 days after you have conducted your last interview. If it’s a vacancy that you need to fill urgently, you might want to mention that in the job description. 

– Where Will They Be Working?

Once you have made your decision and you have hired the right person for the job, you need to think about where they are going to be working. Although they can work with you, chances are you’re not going to have an office space for them to work in. If that’s the case, hiring a remote worker is your best option. With video calling software and the opportunity to meet up in coworking spaces, you will be able to meet face-to-face when required. For the benefits of hiring remote workers, you can visit this site here. 

– Will They Be Part-Time Or Full-Time?

Another important thing to consider is whether or not they’re going to be part-time or full-time. If it’s your first-ever team member, you may want to consider hiring them on a part-time basis to begin with. Not only will this allow you to hire them on a test basis but it will also give you the opportunity to only increase their working hours if you need to. This, in the long run, will save you money. 

– Is It A Temporary Position?

On a similar note, you also need to consider whether or not you’re hiring them on a temporary basis. Whether you’re hiring someone to help with a specific project or you know you’re going to need someone for years to come, you need to be sure you’re making it clear in the job description. 

– How Will You Be Paying Them?

Another important thing to consider is how you’re going to be playing your new employee. If they’re on a part-time or temporary basis, you may want to pay them based on the number of hours they have worked. This will require them to log a timesheet with you at the end of each month, invoicing you for the hours they have completed using a work schedule app. For an easy to use work schedule app, you can visit this site here. 

If they’re full time, paying a monthly salary will be the much better option. 

– Will They Be Working On A Trial Basis?

Finally, you need to decide whether or not you’re hiring them on a trial basis. Although it may be harder to find a candidate, you will feel much more relaxed knowing you can terminate the contract if it’s not working for you. 

Are you hiring your first-ever team member? What do you need to consider to ensure you’re hiring the right person for the job? How can you make the process as stress-free as possible? Did we miss anything? Let me know your thoughts and ideas in the comments section below. 

Disclosure – this is a collaborative post.

 

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