When and How Should a Small Design Firm Start Hiring Staff?
Expert advice on how to identify the right time to hire employees and start the process of growing a team
When you’re starting your design business, it can be tricky to work out the ideal time to start recruiting staff. Should you wait until you have too much work to handle yourself, or is it best to begin hiring early? Follow these tips to help you devise a strategy that works for you and your business.
Professional advice from: Lisa Alward of Bella Vie Interiors, Rebecca Naughtin of Rebecca Naughtin Architect and Donielle Luttrell of Shift Property Styling.
Professional advice from: Lisa Alward of Bella Vie Interiors, Rebecca Naughtin of Rebecca Naughtin Architect and Donielle Luttrell of Shift Property Styling.
Allocate resources
One of the factors in deciding if you should hire staff is whether or not you can afford it. The key is to be aware of all the costs involved, says architect Rebecca Naughtin.
“In short, the salary is just the start, as there are numerous other costs to consider as well, such as insurance, superannuation and leave entitlements,” she says.
“Knowing your numbers is critical and hiring a bookkeeper may be one of the first things you need to do if you can’t do it yourself,” says Alward. “Having staff means employees either need to be in your home, work remotely or work in a commercial premise. Knowing you can afford this leap in outgoings is essential in ensuring you can afford to grow.”
Find out how Houzz Pro can help you run your business and manage your leads
One of the factors in deciding if you should hire staff is whether or not you can afford it. The key is to be aware of all the costs involved, says architect Rebecca Naughtin.
“In short, the salary is just the start, as there are numerous other costs to consider as well, such as insurance, superannuation and leave entitlements,” she says.
“Knowing your numbers is critical and hiring a bookkeeper may be one of the first things you need to do if you can’t do it yourself,” says Alward. “Having staff means employees either need to be in your home, work remotely or work in a commercial premise. Knowing you can afford this leap in outgoings is essential in ensuring you can afford to grow.”
Find out how Houzz Pro can help you run your business and manage your leads
Cover all your bases
Don’t forget the administration and legal requirements involved in hiring staff. Donielle Luttrell highlights the importance of having a robust contract in place and believes it’s best to do this before starting the recruitment process, in order to tease out a lot of questions about issues such as annual leave. She adds that having a good HR mentor is ideal too.
Don’t forget the administration and legal requirements involved in hiring staff. Donielle Luttrell highlights the importance of having a robust contract in place and believes it’s best to do this before starting the recruitment process, in order to tease out a lot of questions about issues such as annual leave. She adds that having a good HR mentor is ideal too.
Visualise your team
Before you plan your workforce, it pays to think ahead about how you’d like that team to look.
“It is essential to understand who will best fit your team and where which services need the most attention,” says Naughtin. “Do a SWOT (strengths/weaknesses/opportunities/threats) analysis to work out where your services are suffering, then advertise for a candidate and specifically request experience in these areas.”
Think about your business and personal needs before hiring. “Don’t just grow because it seems like the right thing to do, it’s not for everyone – you need to be 100 percent committed,” says Alward. “If you have a growing family and want flexibility in your hours, it may be best to wait until you have more time to focus on your business.”
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Before you plan your workforce, it pays to think ahead about how you’d like that team to look.
“It is essential to understand who will best fit your team and where which services need the most attention,” says Naughtin. “Do a SWOT (strengths/weaknesses/opportunities/threats) analysis to work out where your services are suffering, then advertise for a candidate and specifically request experience in these areas.”
Think about your business and personal needs before hiring. “Don’t just grow because it seems like the right thing to do, it’s not for everyone – you need to be 100 percent committed,” says Alward. “If you have a growing family and want flexibility in your hours, it may be best to wait until you have more time to focus on your business.”
6 Ways to Achieve a Work-Life Balance
Start the search
There are plenty of ways to advertise for new staff, and it can take a while to find the right method for your firm. Some architecture practices have links with local universities or design colleges.
“We are very lucky to have a direct relationship with the universities to advertise for graduates of architecture,” says Naughtin. “If a candidate looks good, I will ask them to complete a questionnaire before taking them through the interview process. We want to make sure they are the right fit.”
Social media is another option, as is the use of recruitment agencies. However, the latter can be expensive and is often best left for recruiting very specialised staff or senior positions.
There are plenty of ways to advertise for new staff, and it can take a while to find the right method for your firm. Some architecture practices have links with local universities or design colleges.
“We are very lucky to have a direct relationship with the universities to advertise for graduates of architecture,” says Naughtin. “If a candidate looks good, I will ask them to complete a questionnaire before taking them through the interview process. We want to make sure they are the right fit.”
Social media is another option, as is the use of recruitment agencies. However, the latter can be expensive and is often best left for recruiting very specialised staff or senior positions.
Keep an open mind
According to our experts, recruiting the right candidate doesn’t just depend on a CV. They tend to focus on qualities rather than qualifications, such as the candidate’s thinking processes, willingness to work with a team, and whether or not their ethos chimes with that of the firm.
Alward suggests asking candidates to trial for the job and giving them tasks to see how they respond. “You’ll know if they’re the right fit and can proceed with offering them the role,” she adds.
According to our experts, recruiting the right candidate doesn’t just depend on a CV. They tend to focus on qualities rather than qualifications, such as the candidate’s thinking processes, willingness to work with a team, and whether or not their ethos chimes with that of the firm.
Alward suggests asking candidates to trial for the job and giving them tasks to see how they respond. “You’ll know if they’re the right fit and can proceed with offering them the role,” she adds.
Motivate your team
Once you’ve recruited your staff members, it’s important to make sure they’re happy, motivated and productive. Always try to understand where they’re coming from, which is important if your employees are younger and have different expectations than people from an older generation might.
Offering regular reviews and development programs is also key, as is giving your employees autonomy and flexibility.
“Motivate your team through your actions and decisions so your team grow strong off your passion,” says Luttrell.
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Once you’ve recruited your staff members, it’s important to make sure they’re happy, motivated and productive. Always try to understand where they’re coming from, which is important if your employees are younger and have different expectations than people from an older generation might.
Offering regular reviews and development programs is also key, as is giving your employees autonomy and flexibility.
“Motivate your team through your actions and decisions so your team grow strong off your passion,” says Luttrell.
5 Things That Stop Small Businesses From Growing
Communicate your brand
To ensure you find employees who are in line with your firm’s goals, it’s a good idea to communicate your ethos to potential candidates.
Luttrell suggests building an employer brand that’s in line with the company culture. “Think about what your business culture should be and let your prospective staff know how you expect them to operate within your business,” she says.
As you grow, it will be easier to communicate that ethos to potential employees as your website, social media channels and portfolio will help illustrate how you work.
To ensure you find employees who are in line with your firm’s goals, it’s a good idea to communicate your ethos to potential candidates.
Luttrell suggests building an employer brand that’s in line with the company culture. “Think about what your business culture should be and let your prospective staff know how you expect them to operate within your business,” she says.
As you grow, it will be easier to communicate that ethos to potential employees as your website, social media channels and portfolio will help illustrate how you work.
Monitor growth
To increase your workforce, Naughtin recommends capacity planning every month, which involves looking at future work and growth, and hiring accordingly.
Luttrell suggests a slow and sustainable approach to hiring, and advises against taking on staff to cater to short-term demand, as you could find yourself shrinking your team later.
“Casual employment may be ideal to start with,” she says. “It provides you, the business owner, with flexibility when the business slows or peaks. A six-month probation period is also a great way to see if it is working out for both parties.”
Your turn
Are you planning to take on staff for the first time or have you already done it? Share your professional tips and advice in the Comments below, like this story and join the conversation.
More
Need more advice about running a business? Read stories with tips for professionals here
To increase your workforce, Naughtin recommends capacity planning every month, which involves looking at future work and growth, and hiring accordingly.
Luttrell suggests a slow and sustainable approach to hiring, and advises against taking on staff to cater to short-term demand, as you could find yourself shrinking your team later.
“Casual employment may be ideal to start with,” she says. “It provides you, the business owner, with flexibility when the business slows or peaks. A six-month probation period is also a great way to see if it is working out for both parties.”
Your turn
Are you planning to take on staff for the first time or have you already done it? Share your professional tips and advice in the Comments below, like this story and join the conversation.
More
Need more advice about running a business? Read stories with tips for professionals here
When you’re trying to decide whether to start employing staff, it’s wise to plan ahead. Lisa Alward believes you should hire people before you need them, rather than when you need them, and that taking on a member of staff can force you to take on extra projects. “Have systems in place before you hire people,” says Alward. “This minimises errors and makes handing over so much easier.”
Avoid over-hiring, she adds. “Starting with part-time or casual employees may allow you to grow your business at a pace you can actually manage.”