mpahlca

One of the key factors (in my opinion) for staffing prior to the questions to ask or backgrounds to check is to know when you need to hire.

A common problem for most small business owners or small to medium business owners is not wanting (or not being able) to give up personal income to cover the costs of staffing. There is no easy way to address this beyond setting a budget for your income and sticking to it and then re-investing the rest of the income into the business and then only hiring when your business can afford to.

An example guideline is to spend around 10-15% of gross revenue on staffing; this is a very common number in adult and why I picked it. This is a goal number you can set your own numbers higher or lower depending on your circumstance but without spending on staff your business will never grow beyond your singular ability to put in time. Further to that, I think as your business grows or shrinks you should continue to spend at or around this number the entire time. It gives you either a pot of money to give bonuses or increases out of or it gives you the ability to hire further and start or expand on projects.

Now that we have covered some of the basics of the budget and when to hire based on revenue, let?s discuss some steps prior to posting an ad:

List all the tasks this person will be doing, spend time listing and writing it all out so you know exactly what your expectations are. If you don?t know what you want or need this person to do then how can they accomplish what you need? (People will say this is obvious but so few companies or people do it.)

Prepare an online test, if possible, covering the above listed tasks and have it ready for the potential applicants to allow you to verify their skills quickly. (If they can?t do the test no need for an interview.)

Know your budget and post the job with it, don?t spend outside of it for any reason. There is no one ?worth it? the world is a huge place and if you are open to hiring remotely you can get someone with the skills you need in your price range.

Make sure to prepare your questions before placing the ad and if possible have a friend review them.

When preparing interview questions don?t ask questions you wouldn?t want to answer, questions like ?tell me about yourself? or ?list a weakness you have? are silly as you will never get a truly honest answer. Instead ask questions that will see what type of person they are outside of work and if you will like them personally. Some examples; ask them what if any books or TV shows they watch, what websites they visit, things they like to do outside of work and try to be conversational. This person will potentially be working with you every single day so don?t treat them any other way than as if they are already your co-worker. (out of place tip: get someone to do a second interview if possible and don't talk to them about the applicant before hand let them tell you what they think)

After you have placed the ad and started getting responses remember that respecting the applicants will help create respect for your company.

Give every applicant a response whether that is ?Sorry I have already hired for the position? or ?Your resume doesn?t match what we are looking for? it doesn?t hurt to be honest and open with these people as they will remember you and the application in the future (Just because you didn?t hire them today doesn?t mean you might not later.).
Set a deadline with all interviewee?s during the interview tell them they will get a response one way or the other and give them the date, if they didn?t get the job don?t leave them hanging.

And finally for today a disclaimer:

Always hire with full exposure that you are an adult company. Say adult company in the ad, say it in the description and reply back asking if they are comfortable with porn and adult material. This will cut out a lot of grief on your part and will remove any stress from the process for you.

Do a background check, get a legal opinion on this in your area and that of the area of any potential applicant but make any job offer contingent on a background check.

Lastly have a lawyer make an employment contract for you, whether it?s a simple 1 pager to a 5 to 10 pager its best to have this very crucial document covered.


I hope this helps someone here out so enjoy.

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