Growth can be exciting. It means you are doing something right, and your audience supports your mission and buys your products or services. However, unplanned growth can lead to chaos, miscommunication, and, ultimately, a shaky bottom line.

One way to avoid these problems is to plan for growth as you begin to establish your business, especially before you hire each new employee. Your business objectives, the integrity of your company culture, and your success depend on hiring the right people who can both grow with the company and help facilitate the company’s growth. In my own businesses, I keep several strategies in mind during the hiring process.

Use organization charts to plan for the future

While organization charts are often seen as simply a static way to map out a company’s structure, they can also be used as a dynamic planning tool for hiring. They allow you to visualize where your company is growing as well as which roles may need support.

To use an organization chart for hiring, first create an organization chart that reflects your current organization. That may be just you, or you may have a partner or a handful of employees. In your initial map, include items such as names, positions, and the reporting structure.

Now, you can get creative. Try to envision the future growth of the organization. You can use dashed boxes to represent where you can potentially hire in the future and where each person or position belongs. This allows you to see at a glance where the company needs to grow as well as the future state of your organization. Programs such Creately can help you color-code, organize, and create a dynamic organization chart that include potential roles, potential hire dates, expected salaries, essential skills for success, and more. Your imagination is the limit.

Generate a strategic hiring plan to test the waters

After you have generated an organization chart, you are ready to create a strategic hiring plan. Keep in mind that hiring plans involve more than just numbers and checklists. A hiring plan should prompt business leaders to pause and think about their long-term goals and growth. Ideally, writing a hiring plan should involve all members of the leadership team. Consider asking questions such as:

  • What talent needs to be hired over the next several years?
  • Are there specific hiring events to consider?
  • How do our company’s goals match our hiring pace?
  • What teams need to fill/create which positions?

In short, creating a strategic hiring plan is an exciting opportunity to remind different teams and levels of management about company goals and the ways they can work together to achieve those goals.

Write a dynamic job description to attract high-quality applicants

Writing a compelling job description can make or break your efforts to hire for growth. Instead of creating a cookie-cutter list of static skills, try to create a description that looks for more generative skills, such as critical thinking, problem-solving, teamwork, and creativity. This creates a set of expectations rather than simply a checklist. When reviewing responses to your job description, keep in mind how potential employees’ answers align with your company culture, values, and goals, and growth plans.

Consider using a personality test to filter applicants

Use a personality test to find an applicant that has the highest match to the position you are trying to fill. Personality tests, such as The Caliper Profile specifically measure how a candidate’s personality traits correlate to job performance. To create a more comprehensive analysis than other personality tests, employers have the option of customizing this test to target specific behaviors. In short, using a personality test during the hiring process allows you to hire for attitudes that will support your company’s values and goals.

Keep track of training to prevent stagnant growth

The hiring process isn’t over once the potential employee signs the hiring papers. You’ve spent time and money finding the right person, and you want to make sure that both your and their expectations are being met. An employee tracker is an invaluable tool to ensure that your new hire is receiving the appropriate training and certification. It’s good if you can have employees to take a two- to five-week training plan and then evaluate again after 90 days.

It’s also important to find a program that can grow with you. In other words, you want an employee tracker that is scalable, no matter what your goals are. Choose from one of several viable options, such as DeskTime and Time Camp. Whichever one you choose, keep in mind that it can be a useful tool for keeping everyone updated on what the company is doing and how it’s achieving its missions and goals.

Use the tools at your disposal

One of the most important ways to keep control of your company’s growth is to always hire with the future in mind. A new employee has the potential to accelerate your company’s growth, but identifying and onboarding the right person is critical.

One way to ensure you have the right person is to use the various tools available to you, including organizational charts, a strategic hiring plan, a dynamic job description, personality tests, and training trackers. These tools can help you manage your company’s growth and also allow you to generate and push your business in exciting and new directions.

Shu Saito founded All Filters in 2009 and has served as its CEO since its inception. Saito attributes most of his success to his creativity and out-of-the-box thinking. With a background in music composition and business, Saito continues to infuse his work with a creative and dynamic vision.