How to Hire Your First Team Member
Growing your business requires a team, you simply can’t do it all by yourself. Trust me, I know how overwhelming the thought of hiring someone can be. But taking that step can transform your business and your life. Hiring my first assistant was a life-changer, and today I’m sharing the 9 steps to help you hire your first team member so you can grow your business with confidence.
1. Decide Which Position You Need to Fill
Before you start the hiring process, you need to identify exactly which position you’re hiring for. Are you looking for an assistant to take tasks off your plate or a social media manager to grow your online presence?
Most business owners hire an assistant first because it’s the best way to free up time and focus on high-level tasks. Think about what’s currently slowing you down and what type of role will have the biggest impact on your business.
2. Make a List of Tasks You Need Help With
Once you’ve decided on the role, write down all the tasks you need that person to handle. Start with the things you don’t like doing or aren’t great at.
For example, I can’t stand spreadsheets, managing email, or repetitive tasks. By handing these off to my assistant, I was able to focus on what I do best, being creative and strategic. This list will help you get clear on the responsibilities of the role and make sure nothing gets overlooked.
3. Create a Step-by-Step Guide for the Role
Your new hire won’t know how to do things the way you like them done unless you teach them. Write out detailed instructions for the tasks they’ll handle, like responding to emails, creating reports, or managing your calendar.
Think of it like a playbook for their role. When you set clear expectations upfront, your team members will know exactly what success looks like and be able to hit the ground running.
4. Develop Operating Procedures for Your Business
Beyond individual tasks, you’ll also need to establish standard operating procedures (SOPs) for your business. These outline how things should be done consistently across your team.
For example, I use a project management tool called Notion to track tasks and updates. My team knows to log everything there so nothing slips through the cracks. Having SOPs creates structure and ensures everyone is on the same page.
5. Write a Detailed Job Description
Your job description should clearly outline the role’s responsibilities, qualifications, and expectations. Include specifics about what the job entails, the skills you’re looking for, and the hours or schedule required.
A detailed job description helps attract the right candidates while weeding out those who aren’t a good fit. It saves you time and ensures candidates know exactly what they’re signing up for.
6. Prepare Interview Questions
When it’s time to interview candidates, have a list of questions ready to guide the conversation. Ask about their experience, how they handle certain situations, and what they’re passionate about.
One of my favorite strategies is to include scenario-based questions to see how they think on their feet. For example, “How would you handle a tight deadline with conflicting priorities?” This gives you insight into their problem-solving skills.
7. Define Your Must-Haves
What are the non-negotiables for this role? Do they need experience with specific software? Do they need to work during certain hours?
For example, when I hired a social media manager, I prioritized someone with strong organizational skills over experience because I knew I could teach them the content side. Get clear on your must-haves to narrow down candidates quickly.
8. Establish Your Non-Negotiables
Know what you absolutely cannot compromise on. Whether it’s punctuality, cultural fit, or specific skills, your non-negotiables will help you make the final decision.
For instance, when hiring an assistant, my non-negotiables included reliability and a good attitude. No matter how skilled someone is, if they don’t align with your values, it’s not going to work.
9. Create a Hiring and Onboarding Plan
Once you’ve hired your first team member, you need a solid plan to onboard and train them. Don’t just throw them into the deep end, walk them through your processes, introduce them to the team, and set them up for success.
A clear onboarding process not only makes the transition smoother but also helps your new hire feel confident and valued from day one.
Hiring your first team member is a big step, but it’s also one of the most rewarding moves you can make as a business owner. By following these steps, you’ll be well prepared to find the right person and set them up for success.