3 Key Questions to Ask so You Won’t Regret Your First Hire

As an entrepreneur in the early stages of running your business, there's one surefire way to boost your revenue in a big way, making your first hire. But that only happens if you make the right first hire. Get it wrong, and it could cost you and your business big time. When I got ready to make my first hire, I didn't wanna do it. I didn't want employees. As far as I was concerned, employees came late, left early, and stole while they're there. And then I met a guy named Russ Carroll who had the same heart for coaching people that were hurting with their money. He was there on a mission, a crusade like I was. So Russ joined the team to be our very first hire over thirty years ago, and coached people, counseled people until he retired with Ramsey many, many years later. He's an incredible man, and he was an incredible hire. It's one of the smartest things I ever did. He coached thousands of families that I could have never gotten to. So when you're hiring, that's a lot of pressure. But that's why in today's episode, you'll learn exactly how to make your first hire the right way and make it a success. John Falcons from the Entre leadership team is here to help you answer the three key questions that'll set you up for success as you grow your team. 82% of small businesses in The US are a one man show. And if you're one of them and you're thinking about expanding, the first question you need to ask yourself is, how am I gonna pay for this person? You need a clear path to revenue that covers their pay. And if their work won't bring in enough to cover their payroll, then you can't really hire them yet. If you have enough work for a team member and you can afford to pay them, you're ready to answer the next question, which is, what role do I hire for first? For starters, you shouldn't create a nice to have position that isn't an urgent need. Instead, your first hire should be someone who can create ROI very quickly. In other words, they should help pay for themselves fast. This means either they're generating revenue directly like a salesperson or they're generating revenue indirectly like an assistant who frees you up from admin tasks so you can focus on the revenue generating work. Once you're locked in on the type of role you need for the hire, you're ready for the final question. How do you find the right person? Obviously, you want somebody with the experience and a proven track record and excelling at the type of work they'll be doing in your business. But being able to complete a set of tasks should only be the starting point. That goes for any hire you make, especially the first one. That's because culture's fragile at this stage of your …