Hiring your first employee is a sign of success and a cause for celebration. Business has picked up, and hiring help is a necessary next step to cultivate continuing growth. You will be able to delegate some of the many hats you have been wearing and focus on the core of your company’s growth.
However, hiring your first employee can still be an experience that causes anxiety. After all, while you may be passing along job duties to the new employee, in return, you take on greater expenses and HR responsibilities. Making the wrong choice can be costly in both time and money, and therefore, it is wise to be cautious before jumping right into the deep end. This guide will provide some food for thought as you consider hiring your first employee.
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Create a detailed job description.
Before you can hire your first employee, it is imperative that you define exactly what your new hire will be doing for you. How will you know who you are looking for if don’t have a clear picture of what you specifically need? Decide which tasks can only be performed by you and which can be delegated to your first employee. Rank each delegable task in order of importance and use this as a guide when conducting interviews.
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Decide what kind of manager you will be.
Think about how you will interact with you first employee. Are you a micro manager, or do you like to give employees free reign? If it is the latter, will you require a free thinker that is capable of solving their own problems? Your first employee should be somebody that will be compatible with your management style to maximize efficiency and job satisfaction.
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Create a training program.
Write a manual or take a good amount of time to spend with your first employee as he or she learns their new job. This is a great way to establish expectations from you as an employer on the first day. Have your first employee sign something documenting that you covered important information with them and create an employee file for review and discipline purposes.
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Create a review procedure.
You shouldn’t hire your first employee without a plan to grade and provide feedback on their performance. This is an important practice to follow for both you as a business owner and your first employee. An effective discipline and rewards program can assist in molding an effective, productive, and happy employee. Too little feedback can be extremely frustrating for your first employee.
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Be sure you are providing adequate insurance.
Inquire with your insurance provider about your liabilities as you begin hiring your first employee. Failing to meet these requirements could easily ruin your business.
Hiring your first employee can be an exciting indicator of growth for your business. Be sure you approach this experience cautiously and research your first employee thoroughly to avoid disaster. Take your time and hire the person whom meets your needs – and whose needs can be met through your organization and pay structure. Doing so can make hiring your first employee a rewarding experience for both of you.
