Assembling Your Team
Your MSP business needs to acquire employees who you can rely on and who are themselves invested in your operation. But the tech hiring market is thin. If you’re going to get the kind of people you need to succeed, you’re going to need to be competitive. Following are three tactics worth considering as you round out your employee acquisition strategy:
- Ensure wages are competitive
- Don’t be unrealistic in hiring expectations
- Lubricate the application process
Ensure Wages Are Competitive
Your MSP business is going to have competitors that will snake away your best employees through salary spikes–if you let them. Know what the going pay is for the kind of people you’re looking for, and find a way to outpace it.
You don’t necessarily have to do this through direct salary expansion. You can supplement through benefits which cumulatively overreach the competition with time. That’s going to be a tougher sell on a millennial hiring pool, however. So, increasing what you pay can be a critical tactic. This could possibly require honing infrastructural operations to be as efficient as possible. Every edge you can get is necessary. Consolidate operations and reduce expenses as much as possible to free up resources so you can scout the best employees through competitive wages.
Don’t Be Unrealistic in Hiring Expectations
Since employees of technical proficiency and professionalism represent such prime investment for your MSP, it’s no mystery you’re looking for the best of the best. But sometimes in this area, you do end up putting the cart before the horse incidentally. As economic flux has sent a rumble through American business, many organizations have “tightened their belts”, and pushed existing employees into multidimensional roles as a means of diminishing necessary operational expenditure. When new hiring needs develop, job descriptions are put on the market which are so “cross-pollinated” with job requirements that it becomes unrealistic to expect you’ll ever find a suitable candidate.
Instead, be specific as possible. Some expansion of duties may be necessary, especially for a new company; but the more specific, straightforward, and tangible your requirements, the more effectively you can hone the hiring process. So, don’t go chasing idealized fictions of the best employee. Focus on expectations.
Lubricate the Application Process
What does paperwork tell you, really? Liars lie, those who tell the truth shoot themselves in the foot. Get the basic, basic things out of the way, and get the person in your office for a one-on-one. That will tell you more than an encyclopedia about them. What’s the job, what are credentials, name, age, and some industry-specific question to tell if they really understand what’s expected? Put the minimum forward in terms of application requirements to determine interviewing viability.
The Right Staff
Your MSP business will be at peak efficiency in terms of competitive hiring if application processes are lubricated, hiring expectations realistic, and offered wages are competitive. Consider existing protocols and where changes are worth pursuing.