Hiring Ain’t Easy, But Neither Is Doing Everything Yourself
- Jorge Ocasio
- Aug 20
- 4 min read
Alright, boss—so your business is growing, your to-do list is longer than a CVS receipt, because f*%k they are long, and you're finally admitting that no, you can’t do it all by yourself. Cue dramatic music like if you are in an ASPCA commercial. It’s time to hire some help. But let’s be real: hiring employees isn’t just posting “help wanted” on your Instagram and hoping Beyoncé applies.
“It’s time to hire some help. But let’s be real: hiring employees isn’t just posting “help wanted” on your Instagram and hoping Beyoncé applies.”
Hiring is one of the most powerful (and stressful) moves you’ll make as a business owner. The right hire? They’ll help your business scale like a mountain goat on espresso. The wrong hire? Whew. You’ll be crying in the breakroom and Googling “how to fire someone without getting cursed out.” Hiring ain't easy.
Let’s talk about how to do it right—from what to look for, to how to spot a walking red flag in the interview.
What to Look for When Hiring Employees
Hiring isn’t just about filling a seat. You’re building your team, your business family, your Avengers squad. So here’s what you really want:
Cultural Fit: Skills can be taught, but attitude? That’s homegrown. If your business is chill and collaborative, don’t hire someone who treats every task like a Hunger Games challenge.
Reliability: Are they on time? Do they follow through? Or do they ghost like your high school prom date?
Initiative: You want someone who doesn’t wait to be told what to do every 5 minutes. If they ask, “What else can I help with?”—hire them immediately and send them cookies.
Coachability: No one’s perfect. You want someone who can take feedback without acting like you kicked their puppy.
Alignment with Your Vision: If they don't believe in what your business is about, their motivation will fizzle faster than a TikTok trend.
Common Hiring Challenges (a.k.a. “The Struggle Is Real”)
Let’s keep it funky, hiring ain’t all sunshine and signed offer letters. Some of the common challenges include:
Too Many Applicants, Not Enough Quality: Sifting through 100 applications to find one person who knows what “professional” means.
Ghosting: Yes, applicants ghost too. One day they’re excited. Next day, poof, vanished like your weekend.
Overpromising Candidates: They say they know Excel, but what they really mean is they’ve seen the icon before.
Budget vs. Experience: You want Beyoncé talent on a vanilla ice cream budget. Sometimes you gotta train up or increase your offer.
Time Drain: Interviewing, reviewing resumes, and onboarding can take more time than binge-watching a season of “Shark Tank.”
Things to Avoid When Hiring (Unless You Want Problems at Your Payroll Party)
Hiring can go left real quick if you’re not paying attention to what not to do. Here’s how to dodge the most common traps:
Hiring in Desperation Mode: Don’t hire the first warm body because you're overwhelmed. That’s how you end up with a “professional napper” who’s asleep at the register.
Skipping the Interview Prep: Don’t just wing it. Have questions ready that dig deep. This ain’t speed dating.
Overemphasizing Resumes: A shiny resume doesn’t equal competence. Ask yourself: Can they do the job, or just talk about it real nice?
Ignoring Red Flags: If they show up late to the interview, bad-mouth their old boss, or treat your receptionist like chopped liver… BELIEVE THEM.
Not Checking References: This one’s self-explanatory. No references? No deal.
Hiring Only People Like You: Diversity builds innovation. If you hire five mini-me’s, congratulations—you just built an echo chamber.
Not Being Transparent About the Job: Don’t sugarcoat it. If the job involves multitasking, tight deadlines, or wearing 10 hats—say that. Honesty filters out the fragile.
Best Practices When Interviewing
Listen, an interview is not a cute coffee date—it’s a job audition with real money on the line. Here’s how to do it right:
Ask real-life scenario questions:
Example: “What would you do if a customer complained on social media?” That’s better than asking, “What are your strengths?” (Yawn.)
Don’t do all the talking:
Let them speak. If they can’t carry a conversation or think on their feet, imagine how they’ll do with a real customer.
Look beyond the resume:
A degree or title doesn’t always mean hustle. Ask about their process—how they solve problems, how they handle stress, how they manage time.
Get a second opinion:
Bring in another team member or business buddy. Sometimes you're too close to the decision and overlook red flags.
Follow your gut, but back it up with facts:
Yes, vibes matter—but receipts matter more. Check references, test skills if needed, and trust your instincts.
Platforms to Find Your Dream Team
Where do you even find these mythical hardworking humans? Here are a few tried-and-true options:
Indeed – Great for almost any role, from entry-level to management.
LinkedIn – For more professional or experienced candidates. Great for networking too.
ZipRecruiter – Pushes your job listing to multiple platforms. Time saver.
Workable or BreezyHR – If you want to streamline the process with a hiring platform.
Referrals – Don’t sleep on your own network. Ask your community. Good people know good people.
Social Media – Yup, you can find real talent on Instagram, Facebook groups, and even TikTok if your business has a digital vibe.
Now listen, hiring is both an art and a strategy. It’s about more than just resumes and references—it’s about finding someone who can grow with you, not drain your energy or kill your momentum. So take your time, trust your process, and remember: it’s better to wait for the right person than to hire fast and end up micromanaging someone who thinks showing up is optional. And in the end if all else fails, just ask yourself: Would I want to be stuck in a Zoom meeting with this person for 30 minutes? If the answer is no... keep swiping, boss and as always, sending positive vibes your way 🙏
Want a downloadable cheat sheet with interview questions & red flags? Download for FREE!
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