Train? Yes. Teach? Not if you are a small business in growth!
Know the difference to hire for success.
By Talmar Anderson
When you know it is time for your business to hire, please ensure you are hiring the absolute best person to solve the issue that drives this need. Do you need more people on phones? Find the best person with a track record for excellent customer service. Need someone to help organize and coordinate the pieces of your clients’ deliverables? Hire a project manager that has supervised people and deadlines in the past. DO NOT hire an intern that you can “train” to do it because “it is easy.” you say.
Let’s take this apart shall we.
Consider that it is easy for YOU because you are experienced. Because you are driven to complete these tasks to get to the other needs of YOUR company. Because you have been doing it for a while. And yes, because you are brilliant. You are a business owner and this requires a certain amount of smarts and initiative. MOST employees will not possess both from day one. Easy is relative, my friend. And in this example, it is relative to experience. Many people consider skiing easy and you should probably know now…I am a professional bar stool ski-bunny.
“Hire an Intern’
When I hear this, I hear that you want to pay a low amount and do not feel you can pay the correct person for your company the value they deserve for their expertise or skillset. But, and I believe you know this deep in your heart of hearts, this costs your business money! Interns are TEMPORARY help that are specifically there to LEARN! An intern is not about building, protecting or delivering for your clients and company.
An intern is there to gain experience for themselves. They need to be consistently supervised, constantly redirected, given teaching moments to understand why or how to complete ALL tasks. If your company is in the space of allowing time to TEACH then you are probably not at a hiring trigger moment. You are in a place where your company can design a “give back’ initiative program to cultivate future professionals and foster potential employment candidates for the future. But they will want to be paid an accurate rate when they graduate!
Oh ya, and now that they know how to do what you want them to do, it is time to start the entire hiring and teaching process all over because their internship ends.
“I can train them”.
This is the last piece to this heartbreaking comment that I hear far too frequently from small business that need to hire for growth.
Yes. New employees need to be trained. A new employee needs to learn the nuances of what makes your firm YOUR firm. They need to learn cultural norms like when lunch breaks occur and how an irate client is handled. They need to learn where the coffee is and how to answer the telephones. Onboarding and training can create an instant bond, ease a fit into a new team and build employee confidence.
Please note, I did not write how to answer A phone. If you are explaining why, what, where and when to someone then you likely are TEACHING them. If your company is in a true need for a hire then teaching is not a benefit to your firm. Hiring a person that you must teach most or all of the process and systems defeats the purpose of HIRING! New hires are to allow a business to become more efficient and lessen workloads of current staff / self.
Don’t get me wrong, an experienced project manager may not know the project management system your company uses but they MUST understand what a project management system is for and have experience using one successfully somewhere else.
Your marketing coordinator may not have used your exact email automation software but they must have experience in email campaigns and AN email automation system of some kind.
Otherwise your inexpensive new hire is costing their hourly rate AND yours! That is not growth. That is not looking out for the best interests of your company.
When the decision to hire finally comes to a head, most business owners go straight to consideration of the budget. I recommend considering first what we need, how that will benefit our company, how will it fit (who supervises) and what is the industry paying for these needs. In small business, bringing on those entry level (and thus lower dollar) hires create more chaos than in large corporations.
Large corporations have human resources departments. They have video tutorials for getting new staff up to speed on systems. They have onboarding training programs that move employees from department to department and therefore only demands a little bit of a lot of people’s time…as opposed to the small business reality of defaulting responsibilities! (Who has time? Could you show…..?)
Hiring requires a training period. I swear by this for creating your dream team. However, to really find the team that will be with you on the path to success, they should bring the education and experience that enhances your company. You have decided to hire because your company has a need. Is that need really to spend time outside of the company’s current demands?
Hire to enhance and build your team. Teach after you have established your firm’s success. Recognize that these are not interchangeable processes.
Now GO! Grow!
If you are looking to set up Hiring Triggers, a new business or join The Influence Circle Mastermind, Talmar It Up would love to work with you! Reach out NOW to TAnderson@TalmarItUp.com.