How to Hire Your First Employees: A Step-by-Step Guide
Why Your First Hire Matters
If you’re reading this, congratulations – your startup is growing! But let’s be honest, hiring your first employee can be tough. It’s a huge step, and finding the right person to join your team is important. The first hire sets the tone for your company’s future, from how the team works together to how fast you can grow.
Hiring the right person now can save you time, help you focus on what you do best, and make sure your startup is ready to scale. But how do you know where to start? Don’t worry, this guide will walk you through everything you need to know, step by step.
What to Expect in This Post:
Identifying your own skills and gaps – so you can hire based on what your business needs most.
Creating Standard Operating Procedures (SOPs) and training materials to help your first employee succeed.
How to write a clear job description that attracts the right candidates.
Sourcing and interviewing candidates so you find the best fit for your startup.
Onboarding and legal considerations – what to do once you’ve made your choice.
The Short Answer: How to Hire Your First Employees
Hiring your first employee is a critical milestone for any startup.
The right hire can help you grow faster and focus on what you do best, while the wrong hire could slow down progress.
Start by identifying your own strengths and gaps so you can hire someone who fills the areas where you need help most. Prioritize roles that have the biggest impact on your business and find a candidate who is flexible enough to grow with your company.
Create Standard Operating Procedures (SOPs) and simple training materials to help them succeed from day one.
Make sure you write a clear job description and conduct thorough interviews to find the best fit.
Finally, once you make your decision, focus on onboarding and legal compliance to ensure your new hire integrates smoothly into your team.
The Long Answer
Step 1: Identify Your Skills and Abilities
Before you hire someone, it’s important to figure out what you’re really good at and where you need help. Every founder has strengths and weaknesses. Maybe you’re great at building the product but struggle with marketing, or you're a sales pro but need help with customer support.
By knowing your own skills, you can hire someone who fills the gaps. For example, if you’re good at coding but not great with numbers, hiring someone who can handle finances might be your best move.
Tip: Write down your top 3 strengths and top 3 areas where you could use help. This will make it easier to know who to hire first.
Step 2: Prioritize Hiring Based on Gaps and Impact
Now that you know your strengths and weaknesses, it’s time to think about what role will make the biggest impact on your business. Ask yourself: What tasks take up most of your time? What skills are missing from your team that could help your business grow faster?
Focus on hiring someone who can fill these gaps. For example, if you’re spending too much time on social media instead of building your product, hiring a marketer might be a good idea. Or, if customer service is taking over your day, hiring someone to handle that can free you up to focus on bigger tasks.
Tip: Think about what tasks you struggle with the most and start there!
Step 3: Think About Scalability
When hiring your first employee, don’t just think about your current needs – think about the future too. You want someone who can grow with your business. It’s a good idea to hire someone who can wear many hats now but also focus on a specific area as your business grows.
For example, if you hire a marketing person, make sure they can handle different tasks like social media, emails, and maybe even writing blog posts. As your company grows, they can focus on just one area, and you can hire more people to fill other roles.
Tip: Look for someone who’s flexible and willing to grow as your startup grows!
Prepare Standard Operating Procedures (SOPs) and Training Checklists
Before your first employee starts, it’s smart to get organized. Standard Operating Procedures (SOPs) are step-by-step instructions for how tasks should be done. Training checklists make sure nothing gets missed when teaching someone new.
For example, if you want your new hire to handle customer service, write down exactly how you answer customer emails, solve problems, or follow up with customers. This way, your new employee knows what to do and how to do it right.
Tip: Start by writing down your top 3 most important tasks and create simple instructions for each.
Step 5: Prepare Training Videos
Training videos are a great way to teach your new employee. They can watch them anytime, and it saves you from explaining the same thing over and over. You don’t need fancy equipment – just record your screen and voice as you go through important tasks.
For example, you can create a video showing how to use a tool, answer customer emails, or follow your company’s workflow. Keep the videos short and simple, focusing on one task at a time.
Tip: Use tools like Loom or Zoom to record easy-to-follow videos for your new hire.
Step 6: Create a Job Description
Now that you're ready to hire, it’s time to write a job description. A good job description clearly explains what the person will do, what skills they need, and what your company is all about. Make sure it’s simple and easy to understand.
For example, if you're hiring a customer service rep, your description might include tasks like answering emails, solving problems, and keeping customers happy. Be sure to include any special skills they need, like knowing how to use certain software.
Tip: Keep the job description short and to the point, so the right people apply!
Step 7: Source Candidates
Now that you have a job description, it’s time to find the right people. There are a few good ways to find candidates:
Job boards like Indeed or LinkedIn.
Colleges can help if you’re looking for interns or new grads.
Recruiters can help you find skilled workers quickly.
Don’t forget to ask friends or business contacts if they know anyone looking for a job. Sometimes, a referral can lead you to the perfect hire!
Tip: Start by posting the job on one or two job boards and asking around in your network.
Step 8: Conduct an Interview
Once you’ve found some candidates, it’s time for interviews. Interviews help you learn more about each person and see if they’re a good fit for your startup. Ask questions about their experience, but also ask how they solve problems or work under pressure.
For example, you might ask, "Can you tell me about a time when you had to handle a tough customer?" This helps you see how they think and if they have the right skills.
Tip: Take notes during the interview so you can compare each candidate later.
Step 9: Make a Decision
After the interviews, it’s time to choose the best person for the job. Think about their skills, how they answered your questions, and if they seem like a good fit for your company. Also, trust your gut – sometimes your instincts can help you pick the right person.
If you’re stuck between two people, think about who can grow with your company and take on more tasks as you grow.
Tip: Make a pros and cons list for each candidate to help with your decision.
Step 10: Onboard Your New Hire
Once you’ve made your choice, it’s time to onboard your new employee. Onboarding helps them get comfortable with your company and their new role. Start by introducing them to the team and showing them around. Then, walk them through the important tasks using your SOPs and training videos.
Remember, the first few days are key! Make sure they feel welcome and know who to ask for help.
Tip: Create a checklist of things to cover during the first week to keep onboarding organized.
Step 11: Legal Considerations When Hiring
When hiring your first employee, it’s important to follow the law. Make sure you have all the right paperwork, like a signed contract and tax forms. You’ll also need to look into things like health insurance, workers' compensation, and other benefits your employee might need.
If you’re not sure what’s required, you can ask a lawyer or an HR professional to help you get everything right.
Tip: Keep a checklist of all the legal steps so you don’t miss anything important.
Conclusion: Set Your Startup Up for Success
Hiring your first employee is a big step, but it doesn’t have to be scary! By knowing your strengths, filling the right gaps, and preparing with SOPs and training, you can find the perfect person to help your business grow. Remember, each step – from creating a job description to onboarding – helps make sure your hire is a success.
Now that you’ve got the tools to hire your first employee, it’s time to put them into action. Want more tips to help your startup grow? Join the Herd by signing up for our newsletter, where we share the latest insights on hiring, training, and scaling your business.
