A small business can comprise a staff of a couple hundred, or it might just be you on your ownsome. Regardless of which end of the spectrum your business lies at, you want to avoid making mistakes with the hiring of help and the delegation of work.
There are a few different hiring hiccups that can cost your business time, money, and customer loyalty. Some of the most common are as follows:
- Leaving it too late to increase human resources
- Rushing the recruitment and hiring process
- Hiring the wrong people
- Not engaging any extra help at all
- Failing to outsource or delegate processes and tasks
Let’s take a quick look at each of these mistakes in a bit more detail.
Leaving it Too Late
If your business is in the startup phase, you might be reluctant to bring extra help on board, especially as funds are often scarce in the early stages of an enterprise. On the other hand though, if you leave recruiting until you reach situation critical, you’re very likely to make another of the mistakes on our list—rushing the recruitment process.
Remember that one-page business strategy we were discussing? Keep the internal operations section in mind and plan to bring resources on board well before it becomes an urgent need.
More than 20% of businesses fail because they don’t have the right team in place. That’s a classic pitfall when decision-makers expedite the recruitment and hiring process, prompted by a sense of urgency to fill vacancies.
However, rushed recruiting is a sure path to yet another of the mistakes listed here—hiring the wrong people. Are you starting to see a compounding sequence of problems here?
If you do find it necessary to get extra hands on deck quickly, consider using a temp agency to get some short-term help initially, or perhaps outsourcing some work to an external service provider instead.
Hiring the Wrong People
Apart from leaving recruiting too late and rushing the process, this mistake can also result from over-attention to the technical requirements of a job, because like many adages, the one that goes “hire for attitude, train for skill” contains more than a grain of truth.
While you might be looking for highly skilled people to save on the training budget, in the early stages of growth, you probably can’t afford to hire the best people on the labor market. Even if you can, your business will suffer if you don’t hire those who can gel with your business team and its culture.
Refusing to Engage Extra Help
Again, this is one of the mistakes more commonly made by smaller enterprises. Are you the owner of many hats in your business? Have your colleagues or employees got a hat collection too? If so, remember this: when you (and your key team members) are always working in the business, you will never have time to work on the business and therefore, deliver on that one-page strategy.
Reluctance to Outsource or Delegate
Even if you can’t afford to increase the size of your small-business workforce, we exist in an age when you don’t need to shoulder ever-increasing burdens of labor. To do so will only run you and your enterprise, slowly but surely, into the ground.
Ever heard of virtual assistants (VAs) for example? We’re not talking about the digital kind like Siri or Cortana, but real-life people who will take on your business admin tasks for a very reasonable price.
VAs can free-up time for you and your core business team to focus on adding value, growing your company, and even putting the life back into that work-life balance.