Hiring is one of the most challenging aspects for any business leader, especially if you are hiring remotely but regardless of the size of the company. It can be a startup, small business or a large corporation – they will equally bring up staffing and hiring as extremely demanding processes.
Don’t get us wrong, we talked about many benefits of hiring remote employees and freelancers from Eastern Europe, but with this post, we are acknowledging your struggles in this process.
Many business owners struggle with prioritizing their time and it’s even more difficult having to determine just how much time you should spend on the whole hiring cycle.
To add insult to injury, sometimes it just doesn’t work at all, and you have to go through the whole process again – thinking – what did I do wrong?
Hiring is more of an art than science. There are some key areas to consider as you are working through it, and we’re going to discuss those today.
Before You Hire Too Early You Need To Know This
The hiring process is a two-way street. This matters for several reasons.
Employers often feel like they are always in full control.
Now, in the process of going through resumes, interviewing candidates and narrowing it down to the “ideal” few candidates, employers feel like they are in full control.
They rarely stop to think that several “ideal” candidates that they have picked are usually the ones who are selecting among several options as well.
What employers tend to forget is – the job candidates do have a significant amount of control as well.
If candidates being interviewed are already employed, the employer will most probably have to compete with their current company. If those candidates are in high-demand they can compare opportunities with the ones they have declined already or the ones they are thinking of accepting.
Either scenario, employers need to know that they will most probably have to sell job seekers on the idea and benefits of working in their business. And this is getting harder to do every day.
Jobseekers Are In Control Too
Even though you are the one who has decided who to hire, you need to understand that job seekers also decide who to work for.
We saw multiple cases where job seekers apply to multiple jobs and go on multiple interviews. This is completely normal behavior because, in the end, everyone seeks the best option for themselves.
We are going to talk about the kind of mindset that job seekers go through, and as a business owner, why you need to recognize that.
In addition, employers have to be aware that they absolutely have to treat job seekers with just as much respect and appreciation as they treat you at the job that you give them. Trust and appreciation go hand in hand.
Avoid problems with payments
This is a big concern for every job seeker, so employers need to find a way to build trust right from the start.
On many freelancing sites job seekers have been struggling with payments for quite some time now. There are even numerous articles out there explaining the freelancer’s mindset when it comes to this.
Now, of course, any job board itself cannot guarantee payments because it is up to the employer. However, here at JobRack we work hard at this and pride ourselves on our jobseekers never yet having had a payment issue we couldn’t solve with our employers.
If a job seeker comes back and tells us at JobRack that they are unsure if they will get paid for the work that they do, well… that is pretty demoralizing. Don’t you think?
They just cannot let their money-situation run wild, so expecting them to do so should be out of the question.
Every employer has to ensure that employees will get paid on time so that job seekers can meet their own commitments.
So talk openly with your potential new hires about how and when you will be paying them and make sure you’re being fair and that meets with their expectations.
When is the right time to hire?
I’m going to give you three things here that you need to keep in mind when you’re hiring. Please, follow these three things and make sure that you don’t hire unless you have done all three.
1. Do not hire unless you are ready
A lot of people jump into hiring because they think hiring a virtual assistant would take care of everything.
I have spoken to people who want to start online marketing, but they say:
“I want to hire someone who can run my Facebook ads.”
The problem with that kind of attitude, and especially when you’re only paying $3-$10 an hour, is that if you haven’t done something yourself, you can’t hire a virtual assistant, a low-level employee to do that for you.
Now, if I wanted to develop a very complicated software product that I’m willing to pay $30, $40, $50 or $100 an hour for, then sure – I can hire an A-Player even though I haven’t done that kind of development myself.
I will have to be more thorough in my recruitment process, but I can be sure that if I hire someone to do this, they will do a good job.
But, if I hire someone to create a really good software product, really expensive software product at only $5 an hour, well rest assured that the quality isn’t going to be good.
You’re not going to be satisfied by the experience.
A critical thing to remember here is to only hire when you are ready.
When you feel that you fully understand what the position will entail.
When you feel that you have done something yourself and then you want to pass it over to someone else.
Or, when you feel that something is completely impossible for you, but still you feel that someone else can fill in that gap in your company.
2. Make sure you can teach
The second thing, a lot of people make this mistake that they put up a job post, and they go out there to hire someone without knowing themselves how to do something in the first place.
I met people who say:
“I want to hire sales and marketing guys who can just call people up.”
Well, if you haven’t done it yourself, you wouldn’t really be able to give a script to them. If you can’t sell your product to them, they wouldn’t be able to sell the product to someone else.
What we do in our business, is that we create S.O.P.’s (standard operating procedures). For everything that I do or someone high level in my company does, we turn that into a process.
We create a document that we pass over to whoever joins the company under us to work on that specific task.
SoPs make it easier to do knowledge transfer and helps a lot organize better a distributed team.
Even in those cases when you have to let someone go, it just means that someone else can come in, take up this S.O.P. and continue with the task where the last person left off. Make sure that you can teach as well.
3. Do not hire unless you can pay
A lot of people go and hire a virtual assistant thinking that I’ll be able to make enough money in three months to afford this virtual assistant full time.
I would recommend that always have enough money saved up for the next six months for your employees.
A lot of businesses don’t do this, which is why they go under – they are unable to support their employees any longer. Since they’re not able to pay for their employees, the employees leave and your business suffers.
Don’t get yourself in that situation.
Bear in mind that being a freelancer requires a lot of discipline, determination, and dedication.
They often struggle with clear payment terms, clear milestones, clear guidelines and uncertainty if they will get paid, after all.
Creating this type of hiring can be destructive for your business for it will get you unsuccessful interviews, poor hires, and hard decisions as well.
What’s more, keeping the salary range to yourself or pressuring job seekers to do tasks that are not within already agreed scope will cost you more money, trust and appreciation than you could imagine.
The job seekers who agree to work under those conditions will be scared subordinates ready to leave you as soon as the first good option comes their way – or, sometimes, even if it doesn’t…
Does this sound like a proactive person you would like to have in your team?
Just as you don’t want people to con you, and then run away with your money, in the same way, these people don’t want you to con them and run away with their time.
Both of these attributes are equally important.
Think about these things before you make your next hire, and make sure you use JobRack to find the best person to work with you and to grow your business.