There will come a point in all of our lives where we simply cannot do it all by ourselves. Especially in our businesses. That is where outsourcing is introduced as our saving grace. A dear friend of mine, Lindsay Mitrosilis, is our guest on this episode and is going to coach us through identifying when we need to outsource and where we should look to do so. She has experience in coaching business owners through the hiring and firing processes and recently launched a course on leveraging LinkedIn to expand our networks. 

Here is the honest truth: “hiring can be one of the most expensive things and hardest things a small business owner and entrepreneur does, so it is critical to educate yourself as best you can on this topic.”

We can all agree we are not the experts at hiring and firing in our businesses, so don’t hesitate to keep reading to learn from the expert herself Lindsay Mitrosilis! 

KNOWING WHEN IT’S THE RIGHT TIME

 For a lot of us, we don’t know when to stop doing everything ourselves, when it’s the right time to outsource or hire our first employee. 

Lindsay shared that, “the first thing you need to do or check before you go out and hire somebody is to know what it is you are willing to delegate. Because if you are not willing to delegate whatever you do or whoever you bring on board, it is going to be a waste of your time, their time, and your money.”

If you are not sure how long you will need someone for, “look at your next 30 day, 60 day, 90 day, 6 month, 9 month, year goals and projects.” Lindsay continued, “from there you will be able to determine if you need someone long term for a year which would be an employee, or if you just need someone for six months or less that would be an independent contractor.” 

Lindsay’s bottom-line advice is that it comes down to mindset, delegation, and looking at your goals and projects to make sure that each of those things align for when we look to hire someone. 

We often get caught up in the mindset that we need someone now, and we quickly look to the closest resource and we don’t sit down and really map out if this is a one-off need or a consistent need. Mapping out what we need prevents us from “reactionary hiring” which Lindsay shared could be a downfall in our businesses.

3 REASONS WHY HAVING THE RIGHT TEAM IS GOING TO CREATE VALUE  

We hear time and time again that actually building a team not only allows us to buy back our time but allows us to focus on our zone of genius. Lindsay lined out “three reasons why having the right team is going to create value for you, for your team, for your customers and the people you serve.”

“The first thing is that you stay in your zone of genius.” 

When you are taken away from the things that are within your zone of genius, “it completely disseminates your mission and your vision for what you wanted for your company.”

“The second thing is delegation.”

Lindsay could not have spoken more truth, “you are more available for yourself, for your customers, and for your team when you delegate.”

The third thing is, “when you hire a team, you become a better leader.”

We have the opportunity to shape our team’s future, their journey, their perspective about working, and the project or task you are working on. We can all agree that Lindsay is speaking straight to the leader in all of us as entrepreneurs when she says that “you can be a better leader when you can hire a team.”

WHAT TO INCLUDE IN THE LISTING

We circle back to identifying why we need someone, what goals and projects they will accomplish, and the final piece to that puzzle is finding “four key skill sets that align with that goal and project”.

Lindsay shared the importance that we “don’t want to find someone that can do it all, or someone that has twelve skillsets because they cannot do it all and do it all well”. We must narrow our search, and tailor the job description and search for individuals with specific skill sets. 

WHERE TO LOOK TO FIND THE BEST CANDIDATE

Lindsay revealed the secret behind finding the best candidate, “the best employees come from referrals.” Yes, you read that right. Talk to your friends, colleagues, and other business owners. 

Also, “If you are on Instagram, Facebook or LinkedIn, start in your inner circles, because I tell you that people know people, they can connect you with the right person!”

APPLICATION PROCESS 

The application process is a critical component to sifting through your top candidates to join your team long-term. Although an application is not necessary for every position, “you can make it very simple, you can have five questions max” for positions that will be temporary or less involved.

Lindsay also shared that, “you can have a full application on a more intense job, that is going to be very involved and deeply rooted in your business.” 

An example, “where it might not make sense to have an application would be hiring a contractor for some quick work, maybe a 30 or 60-day project.”

Lindsay’s final encouragement on the application process was that “you’re not going to find the right person just through the application process”, but with the combination of applications, referrals, and interviewing techniques you will find the best candidate. 

INTERVIEWING

Let’s all be honest with ourselves, “no one is born a good interviewer”. I can be the first to relate to this, but here are a few tips Lindsay provided to becoming a confident interviewer that sees real results. 

First, structure your interview “to the person, the skillset, and the resume is going to give you a better idea about this person than an application ever would.”

Second, “interview the person to the person, not the generalities.” 

Third, “the open-ended questions are really going to allow you to get to know the person, their work ethic, how they handle any stressful situations in the job, and if they can do their job right.”

DIVERSITY AND INCLUSION 

As business owners in an evolving world, we strive to create a diverse culture within our businesses. The first step is understanding that delivery and inclusion mean all walks of life, gender, age, ethnicity, and sexual orientation. 

We have a call to expand our networks and have diversity in our perspective as a team and business. Lindsay said that we can accomplish this by, “diversifying your groups of people that you network with and how you can use that in your hiring strategy is by relying on your referral networks.”

She continued, “if you are not on LinkedIn, not on Facebook or not on Instagram, Pinterest, there are opportunities for you to meet people everywhere.” 

When we are putting yourself in those rooms, we are going to grow as an individual because anything we do with intention is just going to grow our impact. 

Lindsay’s final word of wisdom, “there is so much more beauty, intention, and exciting things that happen on the other side of hiring, so don’t be afraid of it.”

To follow along with Lindsay and learn more about hiring, firing and LinkedIn, you can follow her on Instagram @lindsaymitrosilis