Hire a new Employee

 Hi, Online Solutions Group here, thank you for joining us.

Today: We answer: What should I consider before deciding to hire a new employee? How do I know if I need full-time or part-time staff? What are the guidelines for recruiting and hiring great people?

Imagine Sergio owns a web and mobile development business. Sergio built the business from scratch and was always the only employee.
In recent years, people have increasingly started to digitize their businesses. Demand for Sergio's services has peaked. He even had to turn down new customers because he was too busy.

Sergio thinks he's making enough profit to hire 1 more person. His son has committed to business after the school year, but Sergio needs help now.

Sergio's son recommended his friend Larry, who was not interested in the web development business but did need the money. Sergio breathed a sigh of relief and hired Larry as a full-time employee. Is this Sergio's best hiring decision?

No matter the size of your business, hiring new employees can bring huge benefits and help you increase sales and grow your business.

Recruiting can also be a challenge. They obviously don't want to hire anyone. You want to take the time and effort to find someone with the right skills to run your business.

In addition to the challenge of finding the right candidates, you must also ensure that you have enough income and funds to hire additional staff. All of this means it's a good idea to do some thought and planning before you decide to hire.

First, consider what kind of employees you need. It helps to list everything you are currently doing for your business.

List the tasks you spend the most time on, the tasks that are most important to your business, and the ones you simply can't do because you don't have the time or expertise to do them.

Then list how hiring new employees can help your business. Will it help you focus on other areas of your business? Will the new employee do better than you? Can they do what you can't?

Once you know what kind of employees you need, get out your calculator and use math and data to determine if hiring new employees and taking on your responsibilities will actually lead to more sales or business growth.

If the numbers tell you can't afford new collega's, or if you can't see how hiring your employees will increase your bottom line, you may not be ready to hire new employees.

Area to consider is whether you need fulltime employees or contractors freelancers.

Independent freelancers or contractors can complete certain tasks for a certain period of time and charge you accordingly. They can be a great solution for small businesses that need help but aren't ready for a full-time workforce.

For example, let's say you want to create some online ads, but don't need a full-time designer. You might consider hiring a freelancer for a week to create the assets you need.

However, working with freelancers and contractors can sometimes be difficult. They can get expensive if you have to use them a lot, and since they're not your employees, they may not have time to fit all your needs in their schedule.

Hiring a full-time employee might be a good idea if you frequently need extra help and are looking for someone who can be part of your team's culture (and help you grow your business).


 When you're ready to hire someone, take the time to create a meaningful job description. The to-do list you create can help with this. Be sure to include the job title, role description, job responsibilities, and a summary of your organization and culture.

Thinking about how to find candidates is just as important as thinking about what kind of people are needed.
First, make sure your job description is in a format that's easy to share online (like a blog article or Doc), not something people need to download.

Then learn how to recruit candidates. Will you ask your network for a reference? Do you use recruitment agencies, job sites and/or industry events?

Depending on your location, you might consider using sites like Vindazo or Nieuwejobs.com. Social events, conferences, and meetups can be great places to meet candidates in person or just to spread the word about what you're hiring for.

You can also try posting on job boards like B. at your local university. Don't forget the local news - they are a great place to publish your job description.

For example, the superpower of remote work, you can find people in completely different countries. The real wages were very low and they started paying via Western Union.

Finally, post your job description on your social media profiles and other online hubs where you can connect with people in your industry. This can help you find candidates who are already connected to you or your company. If you need it, Facebook or YouTube ads will also help you reach candidates internationally.

Tools: Tools like the Online Solutions Group Application Tracking System can help you keep track of all your job applicants and manage your hiring process. Google Hire is another great example. It allows you to easily communicate with the recruiting team, schedule and confirm interviews, collect feedback and save all applications for future reference.

Before inviting job candidates for an interview, you should consider what type of interview you will conduct.

You might consider a structured interview, where each candidate is asked the same questions and graded on the same criteria. Each question should be designed to test the skills people need to be successful at work.

Make sure everyone on the team conducting the interview understands the structured interview process, the criteria used when evaluating candidates, and how to record and share their interview feedback.

Then run a process that brings all the interviewers together to make a hiring decision as a whole. This will help you avoid personal bias and ensure your attitude is appropriate for the entire team.

Do it now! To rent or not to rent. That's the problem. Let us help you understand your recruiting needs with a quick self-assessment.