The first step to staffing correctly is to create an organization chart. Create short- and long-term plans that address your employee needs now and guide you as you grow. Create jobs by function, such as operations, finance, production, marketing and sales, then list the department managers and the support staff they will need.
Create detailed job descriptions for each position you think you will need, as well as for each current job in the company. Determine if every function you need is currently being fulfilled or if you need to add staff or shift responsibilities to different employees. Job descriptions should help you create the proper positions, post want ads, interview employees and provide a basis for annual employee evaluations and reviews.
Recruit candidates from a wide but targeted pool. Besides classified ads in the local newspaper, look for trade associations, professional groups, chat rooms and job boards that cover your specific area or profession. Use business contacts to spread the word that you have a position to fill and are looking for quality referrals. Include a detailed job description in any ad.
During interviews, do more than ask employees to discuss their work history. Ask them how they would perform the tasks you need performed in the position for which you're hiring. Ask them 10 solve one or more sample problems you give them related to the job. Focus on applicant's accomplishments, rather than their previous responsibilities. Don't focus on determining whether or not they are generally qualified for the position title, but rather whether they can increase your sales or profits or decrease your costs.
Employee retention is key. Create a benefits package that includes base salary and wages and a variety of benefits. Benefits can include vacation, sick and personal days, health insurance, commissions and bonuses. Consider paying for training seminars, workshops or college courses.