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Adrienne Zoble's Marketing Myth #33:
We're getting really busy, but we can't afford
to hire anyone right now. |
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 Hello, :
We are resending this Marketing Myth because there was a typo in the subject line. Our deepest apologies!
Nobody wants to spend more than their cash flow will bear, but this philosophy is an accident waiting to happen.
It takes time to hire: running ads or recruiting through an outside firm, perusing resumes, interviewing, calling back for additional interviews, deciding among several talented candidates, taking new hires through the learning curve -
we all know how time-consuming it can be to
add staff.
Which is the very reason you shouldn't wait to hire until you get really busy. That's the time to concentrate on integrating your new clients or customers into your business! It's not the time to ignore new people or cut back on training, because the influx of business is already requiring you to put in so many additional hours.
You want to have enough good people in place that you can handle calls and leads as you always have. It's important to make a consistently favorable and organized impression upon the marketplace, no matter how busy you are.
It all goes back to priority. If you understand the benefits of hiring outstanding talent in anticipation of getting busy, you'll figure out how to handle remuneration. There's no law that says every position has to be full-time with total benefits from the start. People often begin working on a part-time basis and earn the right to be promoted with the more enticing package.
Particularly now, there are legions of very talented people out of work. They want and need jobs, and they'll be more amenable than ever to start at less than full-time. After all, something is better than nothing (SIBTN).
Start by preparing a job description . . . now, when you can concentrate. Better yet, call a meeting of your key staffers and do some brainstorming about the skills necessary for this position. Then you can put the word out among colleagues who might have resumes they haven't utilized.
Call upon your employees to keep their eyes open for potential candidates among their colleagues and fellow members of associations to which they belong. Speak to your vendors about valuable people they had to let go.
Once you establish the priority of acting sooner than later, the great ideas will kick in. Perhaps you can start someone with a base salary plus commission. Maybe there's a trial basis at a much lower salary for three months, until the new hire proves worthy of a permanent position.
The moral here is that business owners and executives too often wait too long to start hiring, and the entire selection process becomes compromised. Don't let that happen to you. No matter how busy you are, it's important to let it appear as if your entire staff is competent and knows what they're doing. Then you'll be able to continue to serve your ongoing clients and customers well, and your referrals will increase.
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Visit Adrienne Zoble at www.azobleassoc.com. Check out her Do-able Marketing Plan workbook and her 10-Minute Marketing Plan Program. Make sure you pick up her Schmoozing Calendar and her latest E-book, "Thriving in Difficult Times or Getting your Phone to Ring Again."
Perhaps your organization or company is looking for a dynamic, tell-it-like-it-is speaker; or you need an article/column for your publication or newsletter.
Adrienne Zoble will help you sell more in less time, even in these
challenging times.
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Adrienne Zoble Associates, Inc. azoble@azobleassoc.com
1060 Sailors Reef www.azobleassoc.com
Fort Collins, Colorado 80525 970/282-1150
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