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  • Kelsea Koenreich

How to Hire and Onboard The Right People in The Right Roles

I remember knowing one single thing – I needed help and had too much on my plate.


I had no idea how to hire or exactly what I was doing once I hired them, and I definitely didn’t know how to lead people well. 


But I couldn’t handle the amount of work I had by myself anymore.


We've all been there.


The year was 2014 and I had a massive influx of people who wanted to work with me and found myself buried in emails and feeling frustrated I didn’t have enough time. 


So, I hired help – and I haven’t looked back since. I’ve got a lean, mighty team that is serving exactly what I need for this season. Made up now of incredible women who are collaborative and I genuinely love working with.


This wasn’t always the case though. I made a lot of bad choices as a leader, and hired a lot of people out of desperation because I was too busy.


If you’ve been around for a while you’ve likely hired someone who turns out not to be the right fit.


And like all our mistakes we have to figure out what went wrong. 


In almost every role I’ve hired and had to let go there were issues with both my leadership and them being the right person for the role.


So, how do we make the draining process that is hiring and integrating someone onto our team a little easier? 


Today, I’m giving you the details of what I’ve learned after 12 years of entrepreneurship, running my own team and helping mom founders with teams from 2-50 run theirs.


The Art of Strategic Hiring


Before even thinking about posting a job opening, it's crucial to have clarity on what you want and don’t want in the role. 


Too many women are unclear on what they want the role to be, look like, and how it fits in the business when they hire - and this creates a cluttered mess on both sides.


Identify any gaps in your current team, and consider where you or other team members are spending too much time or energy. 


Developing a clear understanding of the role's responsibilities, required skills, and desired outcomes is essential for setting the stage for successful hiring.


Crafting a compelling job posting is the first step in attracting the right candidates.


When crafting your job posting, don't just list requirements - tell your story and showcase your brand's personality. 


This helps potential candidates get a sense of your company culture and whether they'll be a good fit.


Add specific instructions to weed out detail-oriented candidates and be transparent about the qualities and values you're looking for. 


Be transparent about the qualities and values you're looking for in a candidate, as aligning with your company's ethos is crucial for long-term success.


Utilize your social channels and tap into your network for referrals, as people familiar with your brand can be invaluable assets and may already be aligned with your values and culture.


Think Beyond the Resume


During interviews, it's essential to go beyond just assessing a candidate's skills and experience. Remember to be human first and trust your gut instincts. 


Look for alignment between the candidate's previous experience and the gaps you're trying to fill within your team. But don’t focus solely on what they’ve done already, this can lead to missing out on great potential.


Ask questions that give you insight on who they could be, what they could bring to the role and how they think. You can ask strategic questions to reveal their commitment to growth, as individuals with a growth mindset are often more adaptable and willing to learn. I would always rather have a  go-getter who loves to learn than someone who is stuck in their ways.


And don't forget to get to know them as individuals - understanding their values, personality, and motivations is just as important as evaluating their technical skills. I don’t believe in setting up a hierarchy for teams, yes there must be respect, but more importantly you want people that bring strengths and possibility for growth to the table.


Setting Up Your Team for Success


Once you've found the right candidate and extended an offer, the onboarding process begins. Having clear processes in place or collaboratively developing them with the new hire is essential for a smooth transition into their role. 


Utilize project management tools to streamline tasks and provide a written rubric of expectations to ensure clarity on role responsibilities and performance expectations. 


Almost every client that I’ve worked with that is struggling with their team has not clearly given expectations to their team - the more people know, the better they can do.


Establishing regular check-ins and feedback loops can help identify any issues early on and provide opportunities for course correction as needed.


Once onboarded, continue to invest in your team members' development. Ask them questions about what they are most interested to learn and areas they would like to grow in.

And while I feel like I shouldn’t have to say this , I’m going to anyway –Treat them like people. 


Encourage and maintain an open communication policy, and prioritize collaboration. Encourage ongoing learning and growth opportunities, invest in them - because without them, you can’t do what you want to do in your business.


Ideally, you want to keep people in their zone of genius to maximize productivity and satisfaction. I don’t want to have high turnover in my team, so I make sure to check in on not just their quality of work, but their happiness – asking for feedback on how I can be better too.


When delegating tasks, be crystal clear on who, what, when, where, and why to avoid misunderstandings and frustration.


Foster a culture of trust and accountability, where team members feel empowered to take ownership of their work and contribute to the overall success of the team.


Level Up Your Business Potential


Ready to take your hiring and team-building efforts to the next level? 


Check out The Female Founders Freedom Framework, a comprehensive guide designed to help mom entrepreneurs like you structure your business to thrive in the long run.


Whether you're struggling with managing your time or need guidance on improving your marketing efforts, this framework has got you covered.


By making the strategic changes I offer you inside the guide, you'll unlock a host of benefits, including increased profitability, better work-life balance, and a more sustainable business model.


Say goodbye to the constant hustle and hello to a business that works for you, not the other way around.


Ready to take control of your business and pave the way for long-term success? 


Download the free Female Founders Freedom Framework now, and create the time-freedom you deserve to align with the financial freedom you’ve built.


Let's build stronger, more resilient businesses together.



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