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  • Tatiana O'Hara

3 Things to do before you hire.

Updated: Jun 9


Some days it feels like everyone around you is taking fancy vacations, or regularly closing their laptops before dark.


And here you are, working endlessly, feeling like there aren’t enough hours in the day.
​Wearing all the hats in your business is starting to wear you down, and then it hits you💡:
maybe it's time to hire some help for your business.

 

Hiring a team is a great way to relieve the stress on your plate, but where do you start?


We don't want to waste our time training someone who doesn't end up working out, but as your company keeps growing, these tasks become impossible to manage all on your own.


Building your team can be a scary, seemingly impossible task. Still, if you prepare for it properly, you can finally begin scaling your business or finally take that vacation you've been dreaming of.

As business owners, the thought of hiring and training someone to come into our business can be overwhelming. We stress too much about making the wrong choice and worry ourselves with concerns.


🥴 We get nervous because everything isn't as together as we hoped on the backend.


🥴 We have fears about being a good leader and how that looks.


🥴 We're still working through mindset blocks around operating a real business and being a real CEO.


🥴 So we tell ourselves we're not ready to hire yet so we can keep working on the not so pretty parts of our business. We continue to hustle and grind it out until we're drowning in client fulfillment that we either walk away or make a rushed hire.


And now we're trying to figure out how this new hire can help us, so we dump all of our needs on them and expect them to sort through it.


Don't do that.



Here are 3 tips for Hiring Your Next Team Member.



1. Get clear on the tasks you need to take off your plate.

As the CEO of a small business, it's easy to get overwhelmed by all of the to-dos to the point where you just want help now. But! before you go and hire the first person you see off LinkedIn, you need to be clear on a few things like:


  • what areas in your business need support,

  • what role(s) would best serve to support these areas,

  • and what tasks would someone be responsible for in this role


I've created a free tool for CEOs who are ready to delegate tasks in their business, but not quite sure which ones to focus on. You can download your FREE copy below.







2. Create a job description that's actually readable.


Once you are clear on the role you would like to hire for, we have to create the job description to post. Think of the job posting as a sales page. You want to attract your ideal candidates with thorough job descriptions and show off your values. Don't just copy and paste a generic job description you googled and think you'll get this amazing person to come work with you. This is where you show personality and set the tone for what they can expect working with you.


You can also use some of the information you captured in the CEO task matrix to help build the job posting.


For example: if you are hiring for a tech VA, mention that they'll be responsible for creating email automations using Active Campaign and Zapier to track client success, instead of simply saying "will help with tech support" or "looking for someone proficient in automations.


In your job description you want to be as detailed and thorough as possible to attract the best fir for your needs. Instead of casting a wide net and sifting through 100s of resumes, we want to attract a good 10-20 candidates who are high quality.



3. Ask questions that matter.


When you get to the interview process, don't waste your time or there's with the same dry questions like "tell me a time when...." or "what would you say your best skills are." These are things that can be answered in the initial job application process.


The interview is to determined if you are a good fit to work together. Ask them about their values in a work environment, share your values as a company.


Fo example: I value autonomy in my business. And on interviews, I ask candidates a series of situational questions that allow them to demonstrate how autonomous they've been in past roles. Sometimes I'll ask what their enneagram personality is for fun, just to better gauge how they may work and handle stressful situations. This matters a lot for any company but especially if you are building your team for the first time or expanding your small team.


When we use interviews to dig deeper, we can save ourselves headaches down the road, because we took our time and didn't rush the process.


There is SO much more to it than just these few tips, but this will help you get started. Whether you're hiring your first team member or your 6th, the process will get better each time, I promise. I have learned the most efficient ways of hiring employees and ensuring I am the best leader possible to them. With this combination, you can build an unstoppable team that will only improve your business and reduces your stress levels.


We look at delegating, outsourcing, & even hiring as this ultra-daunting task. But when you have the right strategy, it's so much simpler. Hiring a team is one of the most transformative things you can do for your business IF you do it right, and that's exactly what we do inside of Grindaholics Anonymous. Enrollment is always open for our coaching program ,and you can apply today here.






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