Written by: Zoe Share, Founder, Schmooz Media

Over the past few years at Schmooz Media, we’ve hit some milestones that have been a good indication that we’re growing as a business.

Some of those milestones have included building a website, opening an office on Yonge Street, holding our first successful holiday party and seeing our financials grow.

One of the milestones I look forward to the most is when our team can no longer handle the amount of work that is coming in. That may sound counterintuitive, but to me, too busy means we need to hire more support.

That need for more support is a magic moment. It’s when I realize the next reasonable step for the company to sustain itself and still give clients the best value is to offer a very deserving and talented individual a full-time job. I am so lucky to work with amazing full-time and part-time content creators, creative graphic designers, web developers, videographers, photographers and business-savvy Schmoozers.

Recently, I found myself having to hire a new role at Schmooz: Director of Operations. Their focus would be on software, analysis of our services and profit margins, as well as general efficiencies and redundancies.

In order for that person to be successful, this means putting a great deal of trust in that person…and fast! This can be a huge challenge when you’ve been doing it all yourself as a founder.

So what do you do in such a situation?

1. Ask trusted colleagues about how they’ve hired for the same or a similar role in the past.

The advice of a trusted friend can make or break a decision. When it comes to business, it’s not much different. Your colleagues and other experts in your field whose work you admire are probably some of your best resources when you find yourself in uncharted waters.

Ask them about how they created new roles at their companies.

  • What were some of the challenges, and what should you keep your eyes open for?
  • How many years of experience should the ideal candidate have, and in what areas?
  • Can it be beneficial to hire someone you already know and trust?
  • Where should you take risks, and where should you play it safe?

They may even have candidates in mind for the position and be able to recommend someone who might be a perfect fit. Never underestimate the power of word-of-mouth.

Most importantly, learn from their mistakes. Ask them where they went wrong, what they wish they’d done, or how they’d approach this process differently given the opportunity to do it again. Hindsight is always 20/20 and the hindsight of professionals you know and trust could save you a great deal of grief and money.

2. Come up with a clear job description.

A clear and specific job description can make a huge difference in the hiring process. Take some time to search online job boards for similar positions, and curate a list of common duties.

At the same time, do a little inventory on your own company, and see what you would require most from this new role. Bring it all together and whittle that list down to something that could reasonably fit into a full-time position with that level of responsibility.

Remember to be clear with yourself and your potential new hire about what you want for your company and what your company needs. Define both parameters and set down the details clearly and specifically. A clear job description means you’re more likely to get serious applicants, so make it count!

3. Set goals and expectations for your new hire’s success, and how to help them achieve that.

We’re taught from a young age to set goals. Short-term goals to be achieved in one month, six months or a year, and long-term goals for the three, five and 10-year marks. These lessons will help you throughout your life, and hiring for a new position at your company is an imperative example of when to set goals and expectations.

Sit down and make a list of what milestones you want them to hit and when. Set a series of short-term goals and expectations for them.

  • How would you like to see them progress?
  • What achievements should they have attained by those points?
  • How would you like to see your company progress as a result?
  • What do you expect them to do for you, and how do you expect them to get there?

Remember, it’s important to set your team up for success. That said, it’s just as important to establish how you’re going to help them succeed as it is to clearly set your standards and expectations. Based on the goals you’ve set down for them, how do you plan to help them reach those goals? How can you help set them up for success?

Creating and hiring for a new role can be a daunting task, so it’s important to remember that the process is a learning experience. Consult with colleagues you trust, create a clear and specific job description, and set down your expectations and goals for the position. All of this will help you navigate the uncharted waters you’re about to enter and will help simplify the process.

About Schmooz Media
At Schmooz Media, we understand that customers are your best brand ambassadors. That’s why we’re excited to create custom social media marketing strategies for small businesses, and take advantage of what their customers are already saying on social media. Schmooz Media is a Full-Service Social Media Marketing Business, helping small-mid size businesses get the most social ROI possible. We’re passionate about giving your business actionable, measurable and meaningful results. Learn more about what Schmooz can do for you, or contact us with your inquiries today.

Get up to $60,000
in financial support,
and the support of one
of our 2,400+ mentors.

Learn More →