‘Okay, so we need someone who’s flexible, but structured… independent, but a team player… and oh yeah, they need to read minds!’ 🤯 But seriously, remember to set clear, realistic expectations for your hires—your next team member deserves it! #SmallBizStruggles #HiringWoes #BusinessOwnerLife

Have you ever wondered what to do once you've screened through a stack of resumes and handpicked the top contenders? Here are tricks I often recommend to my clients: 1️⃣ Send a text. Yep, it's that simple. Shoot a quick message introducing yourself and the company, and ask if they're available for a brief chat. Their response—or lack thereof—can tell you a lot about their interest and enthusiasm. 2️⃣ Phone interview time! Schedule a call with those who respond positively. Keep it short and sweet, focusing on key questions that dig deeper into their skills and fit for the role. 3️⃣ Zoom or in-person interviews. Depending on availability and logistics, move on to the next stage with a select few candidates. Remember, not everyone you schedule will show up, so plan accordingly. 4️⃣ Final round. Narrow down your pool even further based on these interviews. Aim for quality over quantity, and don't be discouraged if you don't find the perfect fit right away—it's all part of the process! Remember, hiring is a numbers game, and finding the right candidate takes time and patience. Don't rush the process, and always trust your instincts when it comes to red flags. Happy hiring!

Ever thought you've seen it all in interviews? Think again. Amanda shares a jaw-dropping story about a candidate who couldn’t even count their hours in a day. Tune in to find out what went wrong in this unforgettable hiring experience!

Recently, someone in one of the communities asked me this great question and I thought it would be useful to share the answer with all of you. I've been hiring people for 20 years, and the truth is, there's never a perfect time. But here’s how I approach it: - When I'm starting a business, I prefer hiring when my capacity is around 50-60% full. I hire someone to take on the tasks I don’t enjoy or that take me away from the billable activities I’m best at, freeing up my time to focus on what really matters. - When I have a micro team, I hire when my clients have a need I can’t fulfill, and I find myself repeatedly referring them elsewhere. For example, in my current consulting business, once we have operations in place for clients, it’s time to focus on marketing. That’s when I hired a marketing expert to keep everything in-house and better serve my clients. - Now, when I have small teams (10-30 people), it’s easier to use metrics to tell me when it’s time to hire. I look at things like how much overtime is being paid or if there’s a waitlist for new clients. Monitoring these patterns each week helps me know when it’s time to bring someone new on board. Hope this helps you think about your own hiring journey! Best, Amanda