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BLOGWhen to Hire Staff

by Randall CraigFiled in: Make It Happen Tipsheet, Blog, Career Planning, New Job

Are you crystal clear as to precisely when you should add that one new member to your team? Do it too early and the cost – and time commitment to keep them busy – is huge. And if you do it too late, the rest of the team – and you – will be burnt out.

When to Hire Staff

And then there is the question of what type of hire should be made: should it be someone skilled in business development? Someone with technical skills? A subject matter expert? Or maybe admin or operational support?

The question of timing – and role – is a challenge for every organization, and it has been solved before. Here are nine criteria that can help answer these questions:

  • Can you afford the ongoing cost?
  • Do you have a job description, and clearly defined tasks that will keep them busy throughout their work week?
  • What is the time commitment for onboarding?
  • How much of your time will be needed to manage the new team member?
  • Is there someone internally that can be promoted into the role, and therefore allow you to hire for a less risky junior role?
  • Will hiring them directly generate more revenue?
  • Will hiring them directly increase the quality or quantity of your deliverables?
  • Will hiring them improve the impact and reach of your thought leadership strategy?
  • Will hiring them remove managerial, administrative, or operational tasks from your plate, therefore allowing you to directly generate more revenue, increase the quality/quantity of your deliverables, or improve the impact and reach of your thought leadership strategy?

This week’s action plan:

This week, share these criteria with your team, and embed them into your people strategy.

Hiring Insight:
Recognize that the next hire need not actually be a full-time hire. If the answers to these questions aren’t unequivocal, consider alternatives such as part-time staff, outsourcing, a parent who does not want full-time hours, and short-term contracts.

Thought Leadership Insight:
While capital investment decisions are made on an organization-wide basis, too often “the next hire” decisions are made only within the context of an individual department or division. For some roles, including those related to thought leadership, the benefits are organization-wide, so the decision to hire thought leadership support roles should be too.

Related posts: Preboarding, Choosing A Business Coach

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