Hiring the right person for the job is one of the most important and most consequential decisions a company leader can make. Yet it must be done. You can’t grow on your own. You can’t do everything by yourself. And if you’re the one filling the employee roster, that’s a tall order indeed. You’ll be trusting this person and the others on your team to represent your company to your customer. So, how do you get started?

First, define the position. What’s the job? What education, training and/or skills are needed? What are the expectations? What tasks do they need to be able to complete? Make a list of what you need and use that to write your job description. When you know the type of person you need…

Ask your existing employees. Their referrals are one of the best ways to find a job candidate that will fit in well with your team and also perform well in completing duties. An employee referral is like getting a prequalified lead. After all, would you recommend someone you didn’t think was up to the job if you knew you’d have to pick up the slack (or get blamed) if that person lets the team down? To step up the internal recruitment activity, offer an incentive to employees if their referral leads to a hire. Alternatively, if referrals don’t work out, or at the same time to get more candidates, you can…

Post job announcements online. Share your job announcement through your social media profiles such as Facebook and LinkedIn. People like to help others find jobs. It just feels good to do a good turn, and there’s a hero effect in making a difference in someone’s life. So, if your fans and followers know you’re looking, they’ll spread the news about the opening. Also, post job announcements on your website. If someone’s searching for work in your industry and they live in your area, it makes sense that they’d check contractor websites. It’s quite common for companies to have a page on their site for job openings. Next, go beyond your online resources to post in other online job search sites.

Evaluate candidates. Know what you must have, and look for those credentials. Cast aside anyone who isn’t qualified. Make contact with those who best fit your criteria and invite them to be interviewed.

Prepare for the interview. Don’t try to do this off the cuff. If you were about to turn the keys to your company’s reputation and earning potential over to the next person you meet, wouldn’t you want to be ready? Plan your explanation of the position’s role and responsibilities, workplace expectations (punctuality, courtesy, etc.) and the questions you’d like to ask. Ask if the job candidate has any questions.

Be comfortable with your decision before making an offer. It’s better to wait than to hire the wrong person. Depending on the position, you may also wish to start with a temporary hire. Staffing firms can help you get office help, for example, on a temporary basis until you know what you actually need. Or you may also wish to consider hiring an independent worker on a contract basis for bookkeeping or other duties before hiring someone full-time.

Welcome them aboard. Once you’ve made a decision and they’ve reported to work, give them the resources they need to fulfill their potential. Provide orientation and training. Set expectations. Then give them the trust to do what they do best and the accountability to make sure the work gets done.

Leadership 101: Time Management

What’s more valuable than cold hard cash? Every tick of the clock. Time is the ultimate nonrenewable resource. You may work a little longer on any given day, but you can’t get more day out of your 24 hours. Plus, you’re hopefully spending a portion of those hours off the job, resting and regrouping for the next day.

As you deal with pressures, interruptions and emergencies that flare up, managing your time can be as critical a business skill as managing your team of employees. Getting sidetracked can be frustrating and stressful, and you lose more than you gain as attention is splintered among responsibilities. Among productivity tips experts recommend:

Set goals. What needs to get done? Make small, short-term goals for your day or your week to stay focused and motivated. Start by establishing your overall plan for the year, then break it down to seasons, months, weeks and, finally, days and an actual time slot on the calendar. It’s important to know what you want to have accomplished by year’s end, but you’re not going to get there without the day by day effort.

Identify your priorities. Things happen. Even if you do have goals set for the day, know which items on your list are most important – and what can be sacrificed if an actual urgent matter gets in your way. The idea is to limit interruptions, but we know that’s not always possible when others are counting on us for decisions.

Select your system. Whether you use technology to keep your calendar, schedule appointments, record notes and get reminders and so forth, or stick to the tried-and-true paper version and to-do lists, find what works for you.

Plan tough stuff for when you’re most productive. Some people are gung-ho in the mornings, while others pick up steam later in the day. Either way, work on your most difficult tasks when you have the most energy and mental stamina and use low-energy times to complete easier tasks.

Keep track of your time. If you’re not sure where your time is going, use a time-tracking app to find out. This can also enhance accountability as you avoid time vacuums like scrolling through a social media feed or taking a long water cooler break.