Editor’s Note: This post is by Paul Slezak, Cofounder and CEO of RecruitLoop – the World’s largest marketplace of expert Recruiters and Sourcers available on-demand.
Do you work long hours, day after day, week after week? If you’re always pulling 60+ hour weeks — it might be time to get some help around the office.
Hiring another worker or specialist is the perfect way to expand your business. However, finding the right match at the right time can be a difficult process. That’s why it’s important to make sure that you really do need a new employee, and that you’re prepared to take on all the challenges involved in being someone’s boss.
If you’re turning away potential clients and projects, that’s a sign that you need some help. To make sure that you have enough work for another full-time employee, you’ll need to create a job description. List daily tasks and deliverables that your potential employee would be responsible for. This guarantees you have enough work for them.
Also ensure that the tasks you lay out for them help generate revenue, rather than just making things easier for you.
Finally, make sure you’re ready to be a leader. Effectively managing somebody is a skill that takes time to master. Make sure you’re ready for the added responsibility.
To become familiar with the signs that it might be time to bring on your first employee, check out this infographic created by our friends at Fundera.
Author
Paul Slezak
With over two decades of experience in the recruitment and human capital industry, Paul Slezak has established himself as a transformative force in the realm of leadership and career coaching, group facilitation, and talent acquisition. His unique perspective, drawn from his early career as a leader in global recruitment firms and his entrepreneurial success with his own start-up, has enabled him to make a significant impact on leaders, teams, and organizations across the world. Paul's passion for helping others achieve success and high performance is evident in his commitment to transforming leaders and their teams at local, national, and international levels. He specializes in promoting the importance of human-centered intelligence, focusing on soft skills such as authenticity, transparency, and trust to complement business-centered acumen and drive better workplace outcomes. As an impartial facilitator, Paul brings his expertise to team offsites and strategy days, ensuring alignment on goals, values, and culture while keeping participants on task. His engaging and energetic presence, coupled with his unique "entertraining" and "edutaining" delivery style, enables him to connect with audiences both large and intimate, sharing personal and professional anecdotes that inspire and energize.
