I used to dread hiring. 

Not because I didn’t want to grow, but because it was incredibly time-consuming while juggling many hats as a business owner. 

You're not alone. And I’ll explain how your leader-led hiring can become a superpower.   

Why Hiring Is So Hard for Modest Sized Businesses Without a Dedicated HR Team 

Here’s what usually happened: 

I’d write a job post. 

 
It would sound like every other job post. 

 
I’d get 60 applications, most of them irrelevant. 

 
I’d waste hours interviewing people who weren’t the right fit. 

 
Then I’d convince myself to settle. 

Two decades of working with growing businesses, here’s what I know for sure:  

Complexity kills good hires.  

I’ve seen that top candidates walk when the hiring process drags past three weeks.  This is also where not having the right employment terms and conditions in place can lead to delays, legal gaps, or messy onboarding later.

Here’s the thing: Growing Businesses Can Build Better Teams  

One consistent advantage I’ve observed is this: When the leader shows up personally, it changes the game.  

No layers. No middle people. Just a real conversation with the person who could help you move faster tomorrow. 

This process saved me. It gave me back time and delivered better results. 

I Stopped Guessing and Here's What Worked  

Precision Over Perfection  

I used to overthink job descriptions, but my best advice is to keep it simple.  

Write like you would talk, and list 3–5 absolute must-haves and no more.   

Ask yourself: “What would make someone successful in this role?” That’s your job spec.  

This is also where reviewing your employment contracts early prevents future disputes and ensures expectations are crystal clear from day one.

Network-First Hiring  

I’ve wasted money on job boards, but my good hires came from my network. Try:  

• Posting in niche LinkedIn or Slack groups  

• Asking your team who they’d recommend  

• Checking local Facebook business groups  

• Tapping into WhatsApp or industry chats  

It’s off the beaten path, but it works.  

Ditch having only a Scripted Interview  

Skip the polished Q&A. Have a real conversation.   

Ask:  

“What excites you about this challenge?”  

“What would success look like in your first 90 days?”  

Look for curiosity and not rehearsed answers. 

And remember: If you move someone into the business without checking documentation properly, your hiring process breaks down fast. This happens a lot when SMEs skip right to work checks. 

Sell the Vision, Not the Vacancy  

Top people don’t join jobs, they join journeys.  

Be honest about where you're going. Paint the picture.  

If you’re fired up about the mission, they’ll feel it too.  

And honestly, that’s your edge. 

Here’s the truth:  

You don’t need a full-time HR department to hire well. You need speed, clarity, and a bit of gut. The fact that you can move fast is your advantage.  

But moving fast doesn’t mean skipping essential protections. When hiring contractors or freelancers, it’s easy to misclassify them, leading to costly tribunal claims. If you use contractor labour, review your process using the insights from sub-contractor employment status guidance.

When It’s Time to Call in Backup  

You’ll know it’s time to consider external support when:  

• You’re hiring monthly  

• You’re navigating complex employment law  
• Or you're spending more time on hiring than running the business  

If hiring keeps feeling heavy, disjointed, or legally risky, it’s usually a sign that gaps exist across contracts, compliance, onboarding, or people processes. Our Free HR Health Check helps you identify those gaps early, so your next hire strengthens your business instead of creating problems down the line.

Until then, I know you’ve got this!