No matter the size of your business, if you’re growing, you’re inevitably going to reach a point where you just can’t handle everything with your existing team.
But what are the key signs it might be time to spec out a new role and bring some fresh faces on board?
You’ve just secured funding
Just secured funding? Nice one! The hard part is over. Well, sort of… Once the cash hits the bank, it’s time to start finding that perfect next hire to fulfill your roadmap and convince investors they’ve made the right decision.
Begin by building an employer brand that speaks to who you’re actually trying to attract. Then sort out your job descriptions and candidate profile. And last, but definitely not least, make sure you’re sourcing candidates in the right places and are wary of over-hiring. If you’re unsure, give us a ring.
…or won new business
Just won business but don’t yet have the budget to take on full-time staff? Or need some extra support fast? Take on an interim. Sure, it might seem more expensive at first, but believe our Head of Interim Amy Griffith when she says it’s actually more cost-effective.
Add up the cost of National Insurance, holiday pay, sick pay, pension contributions, benefits, and bonuses, and that daily rate doesn’t sound all that bad – does it? Oh, and did we mention that she can find a professional career interim in less than 24 hours? Yep, you read that right.
Your team is overworked
If your team is stressed out or struggling to keep up with demand, don’t bury your head in the sand. Yes, it’s tempting to be cautious in the current climate. But trust us on this one – the longer you leave it, the bigger job you’ll have on your hands.
You’ll already know that it’s often much easier (and cheaper) to retain than replace, so look after your existing team and bring others on to support them – even if it’s on a temporary basis. You can thank us for it later…
You’re developing a new product
You don’t need us to tell you that developing a new product has its advantages – especially if you’re in QSR. But do you have the people to make it successful? Probably not! If you don’t yet have a New Product Development (NPD) or Research and Development (R&D) manager, or you need extra support, now’s the time to bring one on.
An interim NPD or R&D manager can come in last minute to support the development of new products and keep you competitive. Heck, they’ll even upskill your existing team – saving you some cash in the long run. If you need help full-time and you have the budget, go perm.
Currently restructuring, or recently restructured? Chances are you’ve just had to make some difficult decisions – like transitioning your staff or changing their responsibilities. Now you need to make sure you have the right people and roles in place to deliver on your new plans – and keep your hungry (or thirsty) customers happy.
This is a good opportunity to speak to a recruiter about the bigger picture, so you can think about your overall hiring strategy and budgets – rather than working hand to mouth, hire by hire. What you were looking for even 12 months ago will have changed, and your job ads need to reflect that.
You’re facing new regulations
We get it. Keeping up with changing legislation (we’re looking at you, IR35) is a headache. It seems like there are new regulations every week in the food and drink sector – from advertising to sustainability and everything in between – which can be frustrating to navigate.
But look at it this way. Bringing in knowledgeable managers who are up to speed with the latest legislation will not only help drive compliance today – but keep you ahead of the curve tomorrow. Especially if it means you get to this talent before your competitor does.
OK, but when’s the right time to hire?
Short answer? Right now. If you don’t move fast, you could end up with leftovers. All sound too daunting? Allow us to source that candidate who ticks all the boxes for you. In fact, we might already have them in our network…
Get in touch with our consultants on 0161 832 7463 or email firstname.lastname@example.org to find out. We’ll get you a full-time candidate in as little as 48 hours – or 24 hours for contractors. It’s just how we do it here at Silven.