If you achieved the dream of turning your project into a company, you should not make any false steps. All the decisions you make should be very well thought out.

Precisely, choosing a new member of the team is not an easy task. Therefore, here we tell you all the steps so you know how to hire staff to grow your business.

1. Define the profile of the new member

 Before you start contacting candidates, the first thing is to be clear about why you need a new member. You must analyze the functions that it will fulfill, in what way you want it to perform and what profile you require. Having these points clear, you will know where to look and what requirements to ask for.

For example, if you have a small budget, you can consider someone freelance, or if you need someone to guide you in the task of running your business, it is better that you look for someone with more experience like grow your staff and who knows the challenges of the item.

With these clear points, you can prepare a detailed description of the position that attracts the right person.

Focus on specific tasks and do not make the mistake of asking a person to do work for which they are not trained.

 2. Analyze market prices

 Now that you have clarity of the profile you need, how much will you have to pay for your work? To define the budget, you must be realistic. If you want someone with a lot of experience and studies, you will have to offer an income according to the market.

Remember that the ideal is that the person is satisfied and motivated. Personnel turnover is a loss for companies because, in general, new members require a period of adaptation in which they are not 100% productive.

To give you an idea of how much you should pay to the person who would ideally occupy that position, the easiest is to ask. There are also pages like Your Salary, which can help you calculate a market salary.

3. Find out if your goals fit those of your company

When the team is small and your company is just starting to grow, the consequences of a bad contract can seriously impact your business. The results can lead to productivity problems, work environment, and low equipment results.

And when we talk about bad hiring, we don't just mean a bad worker. Many times it is enough that your objectives do not match those of the company, or that your performance is not positive. The cost of not making a good selection is high; losing a worker costs about 10 times the monthly salary of the same person.

That is why it is very important to ask the candidate what he hopes to find in this new job. You must also state what your expectations are, under what parameters you will measure their performance, what are the internal processes, etc.

The interview should be as transparent as possible so that both parties have a clear picture of what they are going to find. Although it is very difficult to predict how the performance of a new collaborator will be, to know if their objectives fit with those of your Company can be an important indicator.

In short, if the candidate organically adjusts to the corporate culture is a decisive point.

4. Analyze your options

As much as you had excellent chemistry with any of the candidates, don't get carried away by first impressions. Take enough time to look at your work, studies, and references. You can call some of his former bosses or co-workers to get to know him a little more.

Do not hesitate to contact the applicant as many times as necessary, you must clear all your doubts. Once you have all the cards on the table, you can make a good decision.

5. Invest in integration

As we saw in the blog " Onboarding vs. induction: why do you need both for the integration of new employees", so that a collaborator can understand the operation of the company and its area, it is necessary to generate key instances to achieve it.

This will require an investment of time, energy and perhaps money, but if you are looking for successful hiring, these processes will be fundamental.

You must be clear that the work with the new member does not end at the time you sign the contract. It is a much longer process and we could say, it never ends. Then you will have to worry about retaining good talents by your side.

Conclusion

Integrating a new worker into your team can be a key piece in the future of the business. It is not a quick process, but we recommend taking it easy. You must evaluate many variables and be completely transparent with what you offer. Finally, companies are worth what each member contributes.