Category: Career Advice
Created on Tuesday, 05 July 2011 00:00
Written by Michelle Khing
You are your own boss now and business is so good that it is obvious you need the extra pair of hands. So what now? How do you go about doing this? Who should you hire? How many people would be a good number?
In part two of our hiring 101 series, here are some things to consider in deciding who and what kind of help to hire.
First up, who are you going to hire? An intern, a part-timer, a freelancer or a full-timer? What do you mean for them to do? Interns
Interns might be great for a start-up company or a small business that is just about to expand. They are cheaper to hire as compared to full-timers and are usually enthusiastic and keen to learn. However, they are inexperienced and much training might be required before they can be independent. Yet when that happens, it will not be easy to keep them as they would be looking to learn new things and grow elsewhere. Freelancers
Freelancers, on the other hand, are help that may be deployed as an when the extra manpower is required. Also, there are several freelancers who are specialists in their own right which makes it worthwhile to employ them simply for the superior quality of work they handover. The downside is that you have to keep a watch on them and set clear timelines and goals – they may simply forget about you or prioritise you later if you stayed out of sight. Part-timers
Like freelancers, part-timers offer employers much flexibility in terms of time but unlike the former, they require a certain degree of stability and some even CPF contributions as required for full-timers. This is a good option to go for before jumping right into employing a full-timer though!
Full-timers are a great deal of responsibility really. As employers, you are morally obliged to take care of your full-time employees. You are to contribute monthly CPF sums, provide medical benefits and/or insurance (as per MOM requirement), and consider increments and bonuses among many others. It is a responsibility – financially for yourself and morally for your employee whom you can't simply fire at will or when peak period's over.
You could start with an intern, then offer him or her a freelance or even a full-time position. Or, it could also be the other way round. Alternatively, you could mix them around. It really depends on what kind of help best suits you – so first, sit down with some spare time, figure out what tasks you need to outsource or delegate as well as how many persons do you realistically need to get for these amount of work or is it a reasonable return on investment, before deciding who and how many people you actually go out employing!
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