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Episode 001: Hiring Kickass Employees with Talmar Anderson

THE RFP SUCCESS™ SHOW

Hiring can be a scary prospect for entrepreneurs and small business owners. Yet trying to do it all on your own for the long-term is simply unsustainable. So, how do you go about learning to let go and hiring kickass employees—so that you can have an uninterrupted dinner with your family or even go on the occasional vacation?

Talmar Anderson is the visionary behind Boss Actions, the firm that supports entrepreneurs in making the transition from business owner to boss. A hiring and management authority with 25-plus years of experience, Talmar is dedicated to coaching strategic planning and onboarding processes to facilitate faster business growth. She is also the architect of the Boss Actions Community, a platform allowing business owners to connect and navigate being a boss together.

Today, Talmar joins me to discuss the ‘people factor’ and ego issues that keep small business owners from hiring. We explain how to avoid bad hires through strategic planning, describing the top mistakes entrepreneurs make in writing job descriptions for ‘unicorns’ and hiring without planning for the role. Talmar walks us through the process of determining when to hire a part- or full-time employee—or outsource an expert on a per-project basis. Listen in for Talmar’s insight on hiring kickass employees based on company need and learn to embrace the freedom of being a boss!

     

     

    Key Takeaways

    • The ‘people factor’ that keeps small business owners from hiring
    • How to avoid a bad hire through strategic planning
    • The top two reasons small business owners hire employees
    • The difference between a business owner and a boss
    • How to feed your ego through a shift into the boss role
    • Talmar’s insight around writing job descriptions for a unicorn
    • How to determine which tasks to outsource to an expert
    • How to hire full- or part-time employees based on demand
    • The difference between deliverable and operational tasks
    • The danger around lumping dissimilar tasks into one position
    • The significance of setting up systems prior to hiring
     

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