When it’s time for your MSP business to increase how many staff keep things operational, you want to make sure to get all the details right. The process of initiating a request for new personnel, deciding who to hire, and most effectively bringing them up to speed with the rest of your MSP’s team can be an involved one.
Make Yourself a Checklist
What seems to help a lot of MSPs is putting together a checklist of things that need to be taken care of as you go about acquiring and training new workers throughout your company. Here are a few items you might want to consider putting on that list:
Send a Requisition for the New Position to HR
First things first: if you have an HR department and the need for a new worker crosses your managerial desk, you need to put in a requisition with them. HR will handle the scouting, interviewing, and hiring. Basically, your requisition gets the ball rolling, as it were.
If your MSP isn’t large enough for that to be necessary, then maybe make a requisition for yourself–it’s very wise to file paperwork to establish a paper trail and create statistical data points. Keeping track of everything early on helps inform how you expand later.
Conduct Interviews of Qualified Applicants and Send Signed Job Offers
Your MSP business will have to put up job notices, acquire applicants, interview them all, narrow down choices between hopeful new-hires, and send out signed job offers to those who best match the needs of your MSP. HR tends to handle this process; again, if your MSP hasn’t expanded to that size yet, you still want to follow the same processes. This gets to be a big hassle if you’re a relatively small operation.
Put Together a Packet of Legal Paperwork Including W-9s, etc.
Some candidates won’t accept the new job offer, others will. Regardless, you want a paperwork packet including legal information and company-specific information available beforehand. Where do new employees park, what are their break times, when do they take their lunch, how many hours will they be working, what must be avoided at all costs–paperwork can answer a lot of these questions.
Enroll New Employees in Training Solutions, Perhaps Assign a “Mentor”
Beyond paperwork, new-hires need to be put into a probationary training period with an assigned mentor. If you’re a small operation, you may well be that mentor. The larger you are, the more efficient this process can be. Basically, once you hire them and get them up to speed on operational requirements, someone’s got to help them “stand on their own”, as it were.
Streamlining Employee Acquisition
When your MSP business has a solid checklist for new-hires, it makes the process much more sustainable and streamlined. You’ll want to generate requisitions through paperwork, interview qualified applicants, send job offers, provide orientation packets with the necessary paperwork, and mentor the new-hire(s) until they’re “up to speed”, as it were. This short checklist should help you most efficiently secure the right employees, and in a way that’s quantifiably sustainable as you grow.