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Education
into another role?
• Other than the demands on your time, why do you
think you need a new employee? Is there sufficient
business to hire a new employee? Are you branching
out into a new direction, adding an additional territory
or introducing a new product?
• Can you streamline your processes, eliminate
duplicate activities and reorganize your existing
employees to accomplish the necessary tasks without
adding additional employees?
Hiring employees - Part 1 • Do you need full-time, part-time or temporary
assistance? Can you outsource some of the tasks or
contract with individuals or businesses to provide the
By Vicki M. Daughdrill assistance you need? Is a freelancer available to assist
with specific projects?
Small Business Resources LLC
2. Evaluation
usiness is booming. Your dream of making a
mark in the payments sphere is coming true. Once you determine that you need a new employee, and
But you are working 14-hour days and strug- you decide on the type of employee you want, here are
B gling to meet the needs of your merchant cus- decisions and actions required before the recruitment
tomers. Your family is suffering. You need help. Perhaps phase:
it is time to hire a new employee.
• Describe the activities the employee will conduct.
Whether this is your first employee or your 1,000th, finding What exactly will the employee do?
and hiring good, qualified people is always a challenge.
Hiring capable employees is crucial to the success of a • Decide whether you can promote into this position
business, and most savvy business owners know the from within and hire a replacement for the advancing
hiring process doesn't begin with the interview and end employee. If an existing employee has the skill sets
with the job offer. Hiring accomplished employees ensures and the desire to take on additional responsibilities,
that your company has the talent it needs to accomplish it is always preferable to promote from within. This
your mission and vision and attain long-term profitability. provides stability within your workforce, retains
institutional memory and provides a career path for
Jim Collins' book Good to Great: Why Some Companies Make employees.
the Leap … and Others Don't stresses the importance of
finding the right employee for the right position. He uses • Define the unique qualifications, skill sets, industry
the apt analogy of a bus to represent a business. He said knowledge, and education and experience the
that while it is important to fill each position on the bus, employee needs. Is it critical to hire someone with
it is more important to have the right person in the right payments industry experience? Would you prefer to
seat on the bus. hire an inexperienced person you can train to meet
your standards, style and goals rather than a seasoned
Finding the right person for the job involves planning professional?
and considering the job prior to recruitment, interviewing
and hiring, followed by an orientation that enables new • Are there specific personality traits your employee
employees to start strong with the company. Every penny needs? Are there negative characteristics to avoid?
counts in your business, and you cannot afford to make Depending on the position you are filling, specific
hiring mistakes. qualities may be required of the employee. What are
these? Can you define them in tangible terms?
Here are three steps to help determine the nature of the
position you want to fill, the characteristics of the employee • Establish where to house the employee – at the
you seek and how to recruit prospects to interview. office or at a remote location. Managing an employee
at the office is easier than managing from a distance.
1. Decision making But a skillful manager can keep a remote employee
happy, focused and achieving goals. It just requires a
Determine whether you need to hire a new or replacement different skill set by the owner or manager.
employee. Ask yourself:
• Create the job description, outcomes or goals, and
• Is this position newly created, or is it a replacement expected hours. Each prospective employee will want
position for an employee who left or was promoted specifics about the position and requirements. If you
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48
into another role?
• Other than the demands on your time, why do you
think you need a new employee? Is there sufficient
business to hire a new employee? Are you branching
out into a new direction, adding an additional territory
or introducing a new product?
• Can you streamline your processes, eliminate
duplicate activities and reorganize your existing
employees to accomplish the necessary tasks without
adding additional employees?
Hiring employees - Part 1 • Do you need full-time, part-time or temporary
assistance? Can you outsource some of the tasks or
contract with individuals or businesses to provide the
By Vicki M. Daughdrill assistance you need? Is a freelancer available to assist
with specific projects?
Small Business Resources LLC
2. Evaluation
usiness is booming. Your dream of making a
mark in the payments sphere is coming true. Once you determine that you need a new employee, and
But you are working 14-hour days and strug- you decide on the type of employee you want, here are
B gling to meet the needs of your merchant cus- decisions and actions required before the recruitment
tomers. Your family is suffering. You need help. Perhaps phase:
it is time to hire a new employee.
• Describe the activities the employee will conduct.
Whether this is your first employee or your 1,000th, finding What exactly will the employee do?
and hiring good, qualified people is always a challenge.
Hiring capable employees is crucial to the success of a • Decide whether you can promote into this position
business, and most savvy business owners know the from within and hire a replacement for the advancing
hiring process doesn't begin with the interview and end employee. If an existing employee has the skill sets
with the job offer. Hiring accomplished employees ensures and the desire to take on additional responsibilities,
that your company has the talent it needs to accomplish it is always preferable to promote from within. This
your mission and vision and attain long-term profitability. provides stability within your workforce, retains
institutional memory and provides a career path for
Jim Collins' book Good to Great: Why Some Companies Make employees.
the Leap … and Others Don't stresses the importance of
finding the right employee for the right position. He uses • Define the unique qualifications, skill sets, industry
the apt analogy of a bus to represent a business. He said knowledge, and education and experience the
that while it is important to fill each position on the bus, employee needs. Is it critical to hire someone with
it is more important to have the right person in the right payments industry experience? Would you prefer to
seat on the bus. hire an inexperienced person you can train to meet
your standards, style and goals rather than a seasoned
Finding the right person for the job involves planning professional?
and considering the job prior to recruitment, interviewing
and hiring, followed by an orientation that enables new • Are there specific personality traits your employee
employees to start strong with the company. Every penny needs? Are there negative characteristics to avoid?
counts in your business, and you cannot afford to make Depending on the position you are filling, specific
hiring mistakes. qualities may be required of the employee. What are
these? Can you define them in tangible terms?
Here are three steps to help determine the nature of the
position you want to fill, the characteristics of the employee • Establish where to house the employee – at the
you seek and how to recruit prospects to interview. office or at a remote location. Managing an employee
at the office is easier than managing from a distance.
1. Decision making But a skillful manager can keep a remote employee
happy, focused and achieving goals. It just requires a
Determine whether you need to hire a new or replacement different skill set by the owner or manager.
employee. Ask yourself:
• Create the job description, outcomes or goals, and
• Is this position newly created, or is it a replacement expected hours. Each prospective employee will want
position for an employee who left or was promoted specifics about the position and requirements. If you
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