In the business world, the importance of talent management processes such as definition of the job profile, recruitment and selection of person l , incorporation, climate and performance management, and separation of a collaborator is increasingly understood. A clear example of this is that most professional circles, whether or not they are human resources, today there is a lot of talk about recruiting , employee experience , appraisal performance and a series of terms that almost all of us handle with regular frequency.
This importance has caused us to get more involved in these processes and understand how complicated they can be, since they involve managing the most complex - and powerful - element of an organization: people.
But there is an issue that is not discussed with the same importance and is key before worrying about all of the above: the decision to hire. And this is a decision that you, who are the owner or manager of the business, must make.
What to consider before making the decision to hire staff?
Do it at the beginning
Yes, it is true that ideally your time should be allocated to those activities that generate value or that have the greatest impact on your business, that is, those related to your core business . But if you don't do something yourself, at least the first few times, you won't fully understand it, which makes it difficult for you to know if the person you hire is doing things right.
Of course, there are issues in which at the beginning you will need someone's help because you are highly specialized (if you are not an Accountant, you hardly know how to file your taxes), but for these cases you can make the decision to hire an outsourced service.
Let it hurt first
Yes, it will feel very good to hire the first collaborators on the team, people you can give instructions to and who will take care of most of the tasks for you.
But # 1: nowadays people no longer work for you, they work with you. So you think you are going to get talented people willing only to do what you ask of them, good luck with the adventure. Talented people seek to work alone under certain guidelines and interact with those who make decisions (that is, you) so that their proposals are executed. And believe me, being around people like that feels even better.
But # 2: do you have the budget? That is, do you already generate the income that these hires can pay or do you have a way to invest in talent that will generate future income? Sometimes we get carried away by emotion and forget about math.
Don't hire for pleasure or status. Hire out of necessity, which is when there is more work than you can handle with current resources, for recurring periods of time. Temporary workload is handled with overtime, outsourcing, or just extra effort.
Don't look if you don't need
Interviewing people "just in case" is not exactly a good idea , neither for you nor for the applicant. You will invest part of the little time you have without defining anything in the short term, and the interviewee will generate expectations that will not come true immediately.
Also, what could you be looking for if you still don't know exactly what you need in terms of profile, functions, remuneration, etc.
Start a recruitment and selection process only when you have decided to hire and have defined the above.
It is very different to use networking to always be meeting people that you may need to hire one day. That is highly recommended, even mandatory if you want to find talent. But do it with the intention of getting to know people, their stories and their way of thinking, not to evaluate them.
Hire a few staff
Incorporating staff into your company requires that you dedicate time to explain what you have already learned, what they will be responsible for and what path they will have to travel to continue with the learning that the organization needs. This is not something that can be done in 2 hours but it will probably require your attention and at least for the first 6 months.
By having staff you also need to periodically evaluate their performance and how they feel working with the organization, which obviously takes more time.
With all this, the most logical formula is to hire staff progressively , to the extent that you can train them or that you already have a team that has completed the initial learning curves and is ready to receive new talent.
There is no doubt that to grow, companies need to hire staff, but before that , let it hurt first!