As your business grows, you may find that you have too much work to handle on your own. This is when you need to consider hiring your first employees to take your business to the next level. But, hiring for an interior design business is not an easy task, let’s discuss why!
Key Takeaways
- The Journey from Solopreneur to Team Leader: Transitioning from a solopreneur to a team leader requires careful planning, including evaluating your business’s readiness for expansion, defining your role, and being open to relinquishing some control.
- Pros and Cons Of Hiring: Hiring employees can boost productivity, help you focus on your strengths, and support business growth. However, it also entails challenges like finding the right talent and adapting to a different management role.
- Building Your Team: Key Roles to Fill: Identify essential roles for your interior design business, such as experienced interior designers, junior designers, design assistants, administrative staff, and project managers, based on your business needs.
- What Do You Want To Do?: Clarify your personal goals and role within the business before hiring, whether it’s being the head designer, handling sales, or focusing on vendor relationships. Your goals should align with your hiring decisions.
- Legal and Financial Planning: Be aware of legal considerations such as business structure, employee insurance, and payroll taxes. Financial planning should include budgeting for office space, supplies, consultants, and accounting services.
Hiring For An Interior Design Business – from Solopreneur to Employer
As an interior designer, it can be challenging to transition from a solopreneur to a team leader and employer. However, with the right mindset and approach, it is possible to build a successful team that can take your business to the next level.
One of the first steps to take on this journey is to evaluate your business development.
- Are you ready to expand your business?
- Do you have enough clients to support a team?
- What do you see as your primary role in your business?
- Are you willing to let go of some of the control… this is scary!
Once you have decided to take the leap, the next step is to start planning your actions.
- Who do you need?
- What needs do you have right now?
- What happens if it doesn’t work out?
- How are you willing to change your work habits to enable team growth?
Pros and Cons Of Hiring
As your workload increases, it becomes clear that you can’t do everything on your own. Hiring your first employees is a crucial step in scaling your interior design business.
One of the main reasons to hire employees is to increase productivity. With more hands on deck, you can take on more projects and complete them faster. This, in turn, can lead to an increase in revenue and profitability.
Another benefit of hiring employees is that it allows you to focus on your strengths. As a solopreneur, you may find yourself doing everything from design work to administrative tasks. By hiring employees, you can delegate tasks that aren’t your forte and focus on what you do best.
Of course, there are also challenges that come with hiring employees. For example, it can be difficult to find the right people who share your vision and work ethic. Additionally, managing employees can be time-consuming and requires a different skill set than working as a solopreneur.
| Aspect | Pros | Cons |
|---|---|---|
| Increased Capacity and Expertise | Expanding your team can bring in diverse skills and expertise, allowing for a wider range of design services. You can take on more projects simultaneously. Access to specialized talents like 3D modeling, project management, or specific design styles. | The hiring process can be time-consuming and costly. Training new employees can take time and resources. Quality control may be challenging as new hires adapt to your design philosophy. |
| Scalability | Ability to scale your business and take on larger, more complex projects. Potential for increased revenue and growth opportunities. More flexibility to adapt to market demands. | Increased overhead costs, including salaries, benefits, and office space. Managing a larger team may require additional administrative work and time. |
| Work-Life Balance | Sharing the workload with employees can help reduce the owner’s workload, leading to improved work-life balance. Allows the owner to focus on strategic aspects of the business. | The initial stages of hiring and onboarding may require more time and effort from the owner. Managing employees’ schedules and needs may be challenging. |
| Diverse Perspectives | A diverse team can bring fresh perspectives and ideas, enhancing creativity and innovation in your design projects. Better understanding and appeal to a broader range of clients. | Managing a diverse team may require more effort in fostering a collaborative and inclusive work environment. Potential for conflicts or misunderstandings due to differing viewpoints. |
| Customer Service | More employees can provide better customer service and responsiveness to client needs. Improved client satisfaction and loyalty. | Ensuring consistent customer service quality across a larger team can be challenging. Employee turnover may impact client relationships. |
| Risk Sharing | Distributing responsibilities and decision-making reduces the risk associated with a one-person operation. Financial risk is shared among multiple employees. | Dependence on employees’ performance and reliability, which can be unpredictable. Legal and financial responsibilities associated with employing staff. |
| Brand Expansion | Building a team can help establish your firm as a reputable and recognized brand in the industry. Potential for increased referrals and partnerships. | Ensuring that employees uphold your brand’s values and standards can be a continuous challenge. Risk of diluting your brand identity if not managed effectively. |
| Tax Benefits | Eligibility for certain tax deductions and incentives for hiring employees. Potential for cost savings in the long run. | Compliance with tax laws and payroll regulations can be complex. May require additional accounting and administrative support. |
Remember that the decision to hire employees should align with your firm’s specific goals, financial situation, and growth strategy. Careful consideration of these pros and cons can help you make an informed decision about whether and when to hire employees for your interior design firm.
Building Your Team: Key Roles to Fill
When building a team for your interior design business, it is important to identify the key roles that need to be filled. The following sub-sections outline the roles that are crucial to the success of any design firm.
Experienced Interior Designers
Senior interior designers are the creative force behind any design project. They are responsible for conceptualizing and executing designs that meet the needs and preferences of clients. When hiring senior interior designers, it is important to look for individuals who have a strong design portfolio and a passion for the industry.
Junior Designers
Then again, if you are a senior interior designer and you need someone to take care of the tasks that you no longer want to do, then hiring a junior is a great option.
Design Assistants
Design assistants provide support to interior designers by helping with administrative tasks and design-related activities. They may be responsible for sourcing materials, communicating with vendors, and managing project timelines. When hiring design assistants, look for individuals who are highly organized, detail-oriented, and possess excellent communication skills.
Administrative Staff
Administrative staff members play a critical role in the day-to-day operations of an interior design firm. They may be responsible for managing schedules, handling client inquiries, and coordinating with vendors. When hiring administrative staff, look for individuals who are highly organized, and want to take care of the administrative tasks, not to become a designer.
Project Managers
Project managers are responsible for overseeing the entire design process, from concept to completion. They are responsible for managing budgets, and timelines, and ensuring that projects are completed on time and within budget. When hiring project managers, look for individuals who have experience managing complex projects, possess excellent communication skills, and are highly organized.
Marketing / Sales Roles
Marketing and sales are the core functions in your business, and when you start to hire due to client overload, evidently already working really well. But, you might have a goal to expand your firm further and need people to take care of these roles.
Remember – sales and marketing are not the same thing. You need marketing specialists who know how to create a 360 strategy, how to run marketing campaigns, and how to work with other marketing specialists, agencies, and so on. And, on the sales side, you might need to have experts who are great at selling complex service projects to consumers and companies.
Note: If you are looking to bring in anyone to the design team, make sure you get the right person. For example, if you need a junior designer, you need to expect them to want to grow into a senior designer role. If you are not the designer in your firm, then you might want to have a senior designer who can take care of all the design projects independently. Now, if you need to hire for more administrative or management roles, don’t look for people who want to become designers, because they won’t stay in the administrative role!
What Do You Want To Do?
One key question I always ask my clients is: “What do YOU want to do?” This means, for example, identifying whether you want to be the head designer or maybe your role is more about sales and marketing. Maybe, you are looking to not do any client work and only focus on vendor relationships and leading your team. Or maybe you absolutely don’t want to be the CEO, and instead want to focus on being the head designer and creative director.
You need to understand your own drivers when you start building a team. And of course, this might change too, just be mindful of it when you grow and scale your firm!
Hire For Double Competence
One thing I like to guide my clients to think about is this: in a small firm, people need to do many different tasks. While you can’t expect to find one person who can do everything you need to get done, you should try to find people who are skilled in two or more areas.
For example:
- You could hire a junior designer who also is a great project manager.
- You could hire a designer who also is great at creating mood boards and other important materials you can use in your marketing.
- Maybe find an admin who loves to write, so they can take care of your blog.
The Hiring Process
When it comes to hiring employees for your interior design business, it’s important to have a well-planned hiring process. This section will cover the three main stages of the hiring process: Planning, Research, and Execution.
Planning
The first step in the hiring process is planning. This involves defining the position you need to fill, creating a job description, and determining the qualifications and skills required for the job.
It’s also important to determine the salary range for the position and create a budget for the hiring process. This will help you avoid overspending on the hiring process and ensure that you’re able to attract the right candidates.
Research
Once you’ve completed the planning stage, the next step is to conduct research. This involves searching for potential candidates through various sources such as LinkedIn, job boards, and referrals.
During the research stage, it’s important to review resumes and cover letters to ensure that candidates have the necessary qualifications and experience for the position.
Execution
The final stage in the hiring process is execution. This involves interviewing candidates, making a job offer, and onboarding the new employee.
During the interview process, it’s important to ask relevant questions to determine if the candidate is a good fit for the position and your business. You may also want to involve a second opinion in the interview process to ensure that you’re making the right decision. At this point, you’ll also ask for referrals and contact them for short interviews about the candidate.
Once you’ve made a job offer, it’s important to have the new employee sign a non-disclosure agreement to protect your business’s confidential information. Finally, you’ll need to onboard the new employee by providing training and introducing them to your business’s processes and procedures.
Hiring For A Role Vs Skills Vs Personality
There’s no easy answer to this, but let’s walk through the differences:
Hiring for a role
This means that you know the exact role, and you’re now looking to fill it. You need to find a person who is interested in the role itself and in the long term. This requires skills in the topic and a desire to continue working in the role. For example, if you’re looking to bring in administrative people, look for people who have excelled at this and want to continue doing that!
Hiring For Skills
You might want to bring in a person with great skills that can be used in several areas of your business. In this case, you should look for individuals who have the skills you’re looking for but also acknowledge that they want to learn more, and advance in their career. This could be someone who’s a junior designer and clearly wants to advance in their interior design career.
Hiring For Personality
This type of hire means that you bring in people with great energy, passion, and personality, but not necessarily the skills needed. This can be great when you are growing a bigger team, because you will need to have people who see the big picture, and can dive into many different areas, particularly into senior management roles.
Remote Vs Onsite Team
With the virtual world becoming more prevalent, remote work has become a popular option for many businesses. The COVID-19 pandemic has also accelerated the trend of remote work, making it a necessity for many businesses. Managing remote employees requires a different approach than managing employees in an office setting.
Of course, interior design usually happens at a location, so you might need to bring in people who are at the location. But, many roles don’t require physical presence at an office or job site, and with that, you could consider widening your search.
Managing Remote Employees
As the interior design business expands and hires more employees, it may be necessary to manage remote workers. This can provide access to a wider pool of talent and lower the cost of living for employees who may not be able to work in an office. However, managing remote employees comes with tax and legal implications that need to be considered.
Communication is key when managing remote employees. Regular check-ins and multiple communication options are necessary to ensure that remote employees feel connected to the team. Using video conferencing tools can help to facilitate face-to-face communication, making it easier to build relationships with remote employees.
In addition to communication, it is important to set clear expectations for remote employees. This includes setting goals, and deadlines, and providing feedback on their work. Using project management tools can help to keep track of progress and ensure that everyone is on the same page.
Another aspect to consider when managing remote employees is the legal and tax implications. Employers need to ensure that they are complying with all relevant laws and regulations, including those related to payroll taxes and employment law. It is important to consult with a legal or tax professional to ensure that all requirements are being met.
Managing remote employees can be a great way to access a wider pool of talent and lower costs. However, it requires careful consideration and planning to ensure that communication is effective, expectations are clear, and legal and tax requirements are met.
Legal and Financial Planning
When hiring employees for your interior design business, it is important to consider legal and financial planning. Here are some key areas to focus on:
Legal Planning
- Business Structure: Before hiring employees, it is important to determine the legal structure of your business. This will affect your tax liability, personal liability, and more. Some common structures include sole proprietorship, partnership, limited liability company (LLC), and corporation. This, again, depends on where you are based.
- Employee Insurance: Depending on your location, you may be required to carry workers’ compensation insurance. This insurance provides benefits to employees who are injured or become ill as a result of their job.
- Payroll Tax: As an employer, you are responsible for withholding certain taxes from your employees’ paychecks, such as federal income tax and social security tax. You may also be required to pay unemployment taxes and other payroll taxes.
Financial Planning
- Office Space: When hiring employees, you may need to rent a larger office space or make renovations to your current space. Be sure to budget for these expenses.
- Work Supplies: As your business grows, you may need to purchase more supplies and equipment for your employees to use. This could include computers, software, design tools, and more.
- Business Consultant: Consider hiring a business consultant to help you with financial planning and other aspects of growing your business. They can provide valuable insights and advice.
- Operations Expert: An operations expert can help you streamline your business processes and increase efficiency. This can save you time and money in the long run.
- Bookkeeping and Accounting: As your business grows, it is important to keep accurate financial records. Consider hiring a bookkeeper or accountant to help you with payroll, taxes, and other financial tasks.
Please remember – the financial and legal advice should only be seen as suggestions, as they work very differently in different countries and states. Nevertheless, they are extremely important aspects of hiring team members!
Creating a Company Culture
A strong company culture can help attract and retain top talent, increase employee engagement, and improve communication and feedback within the team.
Define Your Company Core Values
One way to create a strong company culture is to define your core values. These values should reflect what your business stands for and what you want to achieve. Once you have defined your core values, make sure to communicate them clearly to your team and incorporate them into your hiring process.
Define Your Company Feedback Structure
Another important aspect of company culture is feedback. Encouraging open and honest feedback can help improve communication and create a more collaborative work environment. Consider implementing regular check-ins or performance reviews to provide opportunities for feedback and growth.
Define Your Company Career Path
Everyone wants to do a good job and feel appreciated for their work. Most people also want to advance. You need to have a plan in place for that!, otherwise they will leave you to pursue other opportunities!
However – please keep in mind that not everyone wants to become a manager. Many people want to become experts in their area, and advance in their skillsets and responsibilities, not necessarily manage people. Keep this in mind when you create future career paths.
Employee engagement is also crucial for a strong company culture. Encourage team members to get involved in company events and initiatives, and provide opportunities for professional development and growth.
Effective Communication
Effective communication is key to creating a positive company culture. Make sure to communicate clearly and consistently with your team, and encourage open and honest communication between team members.
Training and Development
Once you have hired your first employees, it is important to provide them with the necessary training and development opportunities to ensure they are able to perform their job duties effectively. This will help them gain the experience and expertise necessary to become valuable team members.
Internal Processes Onboarding
One important aspect of training is ensuring that new employees have a thorough understanding of your company’s processes and procedures. This can include everything from how to use your project management software to how to communicate with clients. Providing clear training materials and offering one-on-one training sessions can help ensure that new employees are able to quickly get up to speed.
By the way – if you at this point have no internal processes, or they are undefined and in your head… now it’s the time. You can’t expect anyone to do great work if they don’t know what success looks like in your firm. Make sure you get your processes in order!
Ongoing Career Development
In addition to training, it is also important to provide ongoing development opportunities. This can include attending industry events, taking continuing education courses, and participating in mentorship programs. This will help employees continue to develop their expertise and stay up to date on the latest trends and best practices in the industry.
Ongoing Feedback
Another important aspect of development is providing opportunities for employees to improve their attention to detail. This can include offering feedback on their work and providing resources to help them improve their skills.
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Frequently Asked About Hiring For An Interior Design Business
How do you determine what positions to hire for first?
When deciding what positions to hire for first, it’s important to assess where your business needs the most support. Consider what tasks take up the most of your time and what areas you may need expertise in. For example, if you spend a lot of time on administrative tasks, consider hiring an administrative assistant. If you need help with design work, consider hiring a junior designer.
What qualities should you look for in your first hires?
When hiring your first employees, it’s important to look for individuals who are passionate about their work and share your values. Look for candidates who have relevant experience, strong communication skills, and a willingness to learn and grow with your company.
What are some common mistakes to avoid when hiring your first employees?
One common mistake is hiring someone solely based on their skills without considering their fit with your company culture. Another mistake is not setting clear expectations and goals for your new hires. It’s important to communicate your expectations clearly and provide feedback regularly.
How do you create a positive company culture for your new team?
Creating a positive company culture starts with defining your company values and mission. Encourage open communication and collaboration among team members, and recognize and reward employees for their hard work and achievements.
What legal considerations should you be aware of when hiring employees?
When hiring employees, it’s important to comply with federal and state employment laws, including minimum wage, overtime, and anti-discrimination laws. Consider consulting with an employment lawyer to ensure you are following all required regulations.
How do you onboard and train your new hires effectively?
Effective onboarding and training is crucial for setting your new hires up for success. Develop a comprehensive onboarding plan that includes training on company policies and procedures, job responsibilities, and expectations. Provide ongoing training and development opportunities to help your employees grow and advance in their roles.
