Navigating The New Hire Process
Jennifer Taylor, owner of Taylor’d Events Group is here today as a contributor to the AllSeated blog to share her thoughts on navigating the new hire process. Thanks Jennifer!
At a certain point, you’ll need to accept the fact that you can no longer grow your business alone and you’ll need to open your company up to the idea of taking on employees. Although it may be difficult to imagine anyone representing your brand other than you, it’s the best option if you’re looking to boost your company to the next level.
As a ‘solopreneur,’ there is a limit to the work that you can take on, so expanding your team could be just the answer to bringing in more business. With the opportunity to delegate your routine tasks, you’ll free yourself up to take on more events, attend more networking events and speaking engagements, and get involved with a local industry association.
So, now that you’ve decided to take on new employees, it’s time to navigate the new hire process. In addition to sharing your announcement on social media and on your blog, reach out to local universities who often share open positions with new graduates. Narrow your search down to communications and hospitality departments, as many students will be pursuing a career in events.
When evaluating candidates, it’s normal to be wary about who you hire as they will become brand ambassadors for your company. Think about what type of attributes will best suit your brand as well as your own personality, since you will be working with these people every day. Look for those that follow directions well, but are also self-motivated and can handle working on their own.
If you have other employees already, bring them in on the decision to ensure that everyone agrees that a candidate is a fit. It may even make sense to start them off with an internship-style trial period, which provides you with an idea of their work ethic and also gives them an opportunity to determine whether the job is the right fit for them.
With effective training and a solid company culture, the new hire process can be surprisingly smooth. Once your new employee starts, it’s essential to integrate them into the brand from the very beginning. Include them in brainstorming meetings, ask them for their thoughts on decisions, and challenge them to think outside of the box. When your employees feel empowered and valued, you’ll be rewarded with brand commitment and organic development of the company culture.
You’ll also need to go over all of their responsibilities at length, from the initial intake process to the event wrap up. Dot your I’s and cross your T’s when explaining everything – you want to ensure that your new hire is confident and aware of their role and how they affect the overall business. It may make sense to create an employee handbook that covers all of the tasks that they’ll be responsible for, although keep in mind that this is something that will need to be done before you start the hiring process.
If you’ve been trying to grow your business but can’t seem to push it to the next level, a solid team of great employees may be just what you need. Embrace the change – all it says is that you haven’t plateaued!
Jennifer Taylor is the owner of Taylor’d Events Group, a planning firm that specializes in celebrations of all kinds in the Pacific Northwest and Maui. She is also the creator of The Taylor’d Plan, a self-administered class for wedding planners who are new to the industry and looking to grow and develop their skills.