Updated: Nov 23, 2022
The purpose of scaling my business is to create space for me to be able to work on my business, at the same time ensuring my clients continue to receive the same quality of service, if not better, than I am able to provide on my own.
I first start out by taking a few weeks to observe which activities or tasks are consuming my time and energy, preventing me from working “on” my business vs “in”.
What is clogging up the lines of my creativity and ability to work on projects I know will help me to bring my goals and grand vision to life?
What am I clinging to that is comfortable for me to do, but that distracts me from the inspired actions I keep moving to “next week”.
What could be delegated out that would make my life much more full of ease and therefore allow me space to let my Creative Genius come out and play more often?
Next, I need to decide what my non-negotiables are.
What skills does this person need to have? (This is usually determined by the amount of time I have to train them and the tasks I need them to take over)
How much money am I a) willing to pay them, and b) is fair for what I offer and expect of them?
How many hours per week do I think the tasks I have for them will take at a minimum? (Best to start with flexibility instead of guaranteeing full time?)
What stage of life are they in? (I am usually on the hunt for someone who is open to learning and has a desire to grow inside and outside of the company).
Then I sit with these answers in my imagination, of course!
The next thing I do is get myself into an open, receptive state, put up the ad, and set a time limit to allow it to run. (They do generally flood in - the last time I received 80+ resumes in less than a 48-hour period).
Narrowing down the abundance of applications to 5-7 strong candidates is important, and fairly simple. I threw away 75 resumes immediately of the people who did not mention the one skill I said was a requirement.
Then comes scheduling the candidates for a 15-minute interview, where I ask specific questions like:
How comfortable are you with (the skill)?
Where do you see yourself in 5 years?
What are you passionate about?
Why did you apply for this job? What piqued your interest?
Are you willing to dedicate some of your personal time to professional development?
Finally, I sit with it. (Most of the time, eh Hailey?) I feel at home with the people I end up hiring, and it is usually very apparent after I get off the short call with them whose energy is in alignment with mine.
Be intentional in who you are looking for before you put it out in the universe.
Trust your gut.
When you are having a tough time deciding, call someone you know has your best interests at heart and can listen to you talk out loud about it.
At the end of the day, if it doesn’t work out, you always have a probationary period to work with them and see if they really are in line with your mission, and have the same values. Take note of how you felt when you made the decision to hire them and trust that feeling the next time it comes around.
Your inner wisdom will never steer you wrong, we just sometimes need a few experiences to learn how to listen to it.