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October 6, 2025

How to Attract and Engage Top Remote Talent with Incentive-Based Compensation

Hiring the right people can be the difference between growth and stagnation. But attracting reliable, motivated team members in today’s competitive remote job market requires more than just posting a salary. One powerful way to stand out is by offering an incentive-based compensation plan. Done well, this approach not only attracts high-quality applicants but also ensures long-term engagement and loyalty.

Why Incentive-Based Compensation Works

A straight salary is predictable, but it doesn’t always inspire. Incentive-based pay ties employee success to business outcomes, aligning your team’s motivation with your goals. For example:

  • A virtual assistant might earn a monthly bonus for meeting productivity benchmarks.
  • A sales rep could earn commission plus an extra incentive for exceeding targets.
  • A marketing manager might receive quarterly bonuses tied to lead generation or revenue growth.

When employees know their performance impacts their compensation, they’re more invested. And for employers, this model reduces risk because you’re not paying more unless measurable results are achieved.

Step One: Build the Plan Before You Hire

Too often, small business owners post remote jobs without a clear compensation structure. This leads to misaligned expectations and, eventually, turnover. Before you post a remote job online, outline how your incentive-based compensation will work. Consider:

  1. Define the outcomes you value most by asking: Do you want more sales? Faster turnaround times? Better customer retention? Identify 2–3 metrics that directly impact your growth.
  2. Balance base pay and incentives. Incentives should feel like an achievable “extra,” not compensation employees must struggle to earn. For example, a remote bookkeeper could have a base hourly rate plus a performance bonus tied to error-free reporting.
  3. Spell out exactly how bonuses, commissions, or perks are earned. Ambiguity erodes trust and undermines motivation.
  4. Build scalability into the plan. Incentives should work just as well when you have one employee as when you have 20. Think long-term, not just short-term.

Step Two: Use Incentives to Attract New Hires

When you post a job for moms or other flexible talent, your compensation strategy can be the deciding factor. Incentives demonstrate that you value results over rigid hours which is an attractive message for stay-at-home moms and remote professionals looking for family-friendly opportunities.

In your job postings, highlight specifics:

  • Instead of “Competitive pay,” write: “Base salary plus performance bonus tied to client satisfaction ratings.”
  • Instead of “Flexible role,” write: “Earn extra incentives for completing projects ahead of deadlines.”

This kind of transparency not only attracts highly motivated applicants but also filters out candidates who aren’t performance-driven.

Step Three: Make It About More Than Money

Cash incentives are effective, but many small businesses don’t realize that non-monetary incentives can be just as powerful. Consider offering:

  • Professional development stipends (courses, conferences, certifications).
  • Extra paid time off when goals are met.
  • Gift cards or wellness perks for short-term achievements.
  • Recognition programs, like monthly shout-outs or team spotlights.

These low-cost rewards can be especially meaningful for remote workers, who often value recognition and growth opportunities as much as income.

Step Four: Revisit and Refine

An incentive plan isn’t “set it and forget it.” Build in quarterly or bi-annual reviews to evaluate whether the plan is driving results. Ask employees for feedback like are the goals motivating? Are the rewards worth the effort? This shows your team that you’re invested in their success and willing to adjust when needed.

The Competitive Edge for Small Businesses

Big corporations often rely on prestige or hefty salaries to attract employees. Small businesses, however, can stand out by offering customized, transparent, and family-friendly compensation plans. When you hire moms to work from home or other remote professionals, incentives allow you to reward results without ballooning fixed payroll costs.

By designing this system in advance, you not only improve your odds of finding reliable remote workers, but also create a culture of accountability and motivation from day one.

Creating an incentive-based compensation plan before you hire is a strategic move that pays off in two ways: it attracts ambitious, reliable talent, and it ensures employees stay engaged long-term. If you’re looking for where to post remote jobs affordably, HireMyMom gives you access to a pool of experienced, family-focused professionals who thrive under incentive-based models.

With the right plan and the right platform, you’ll build a team that’s not just working for a paycheck but working with you to grow your business.

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September 22, 2025

The Story Behind the Resume Gap

What if the very thing that makes a resume look “incomplete” is actually what makes a candidate stronger? For many moms stepping back into the workforce, the gap isn’t a weakness, it’s a chapter that shaped skills no job description could teach. Employers who look closer often discover they’ve found their most capable hire yet, especially when they’re looking to hire remote workers or post jobs that require flexibility.

Looking Beyond the Gap as an Employer

A resume gap can be unsettling for hiring managers. It might raise questions: Did this candidate lose touch with their skills? Will they struggle to adjust to a professional setting again? These are valid concerns, but they’re often misconceptions.

The truth is, time spent away from traditional employment doesn’t erase ability. In fact, it often adds new dimensions to it. Moms returning to work bring with them resilience, adaptability, and problem-solving abilities that are sharpened, not dulled, by years of caregiving. These are qualities every business needs: loyalty, a strong work ethic, and the ability to handle high-pressure situations with calm and creativity.

For employers searching for reliable help, especially small businesses looking to hire virtual assistants, part-time remote workers, or stay at home moms, this untapped pool of talent can be a game-changer. When employers take the time to look past the “gap” and instead focus on the whole person, they often uncover a powerhouse of skills that can’t be taught in a classroom or polished in a corporate training program.

The Hidden Strengths Gained During a Career Break

It’s easy to think of a resume gap as time lost. But let’s reframe it: parenting is full-time leadership training in disguise. Consider the skills moms hone every day:

  • Time Management: Running a family requires balancing school schedules, appointments, activities, and household responsibilities often without missing a beat. This skill directly translates to managing deadlines and priorities in the workplace.
    • Resume Example: “Coordinated multiple daily schedules and responsibilities, ensuring seamless execution of family logistics and time-sensitive commitments.”
  • Conflict Resolution: Every parent knows what it’s like to work through sibling disputes, negotiate compromises, and restore harmony in stressful situations. That’s people management at its finest, and it translates to handling client concerns or team disagreements with patience and fairness.
    • Resume Example: “Mediated and resolved conflicts by facilitating communication and fostering solutions, strengthening collaboration and trust.”
  • Organization: From meal planning and budgeting to managing household systems, organization is at the heart of running a family. In a professional setting, this skill ensures efficient project execution and resource management.
    • Resume Example: “Developed and maintained organizational systems for schedules, budgets, and events to optimize efficiency and outcomes.”
  • Problem-Solving: Life with kids rarely goes according to plan whether it’s reworking a schedule, improvising when something breaks, or finding creative solutions under pressure. This adaptability is invaluable in business settings.
    • Resume Example: “Quickly identified challenges and implemented creative, effective solutions under pressure to keep projects and goals on track.”
  • Switching Between Tasks and Leadership: Moms juggle countless responsibilities daily, often leading others in achieving shared goals. That’s leadership in action. Employers benefit from this ability to keep many moving parts aligned. Resume 
    • Example: “Managed and led multiple concurrent responsibilities while motivating and coordinating others to achieve objectives.”

These aren’t just “mom skills.” They’re professional assets that make moms uniquely strong candidates when reframed on a resume which is something every business looking to post flexible jobs online should take into account.

Building Bridges to Bring Employers and Moms Together

Bridging the gap requires effort on both sides. Employers can start by creating hiring practices that value diverse career paths like focusing more on skills and potential than linear work history. Offering flexible work options or returnship programs also signals to moms that they are welcome and valued.

For job seekers, the bridge is built through confidence and storytelling. Rather than apologizing for a career break, moms can learn to frame it as a period of growth, highlighting the skills they gained and the resilience they bring back to the workplace.

When both sides approach the resume gap with empathy, opportunity flows more freely and businesses benefit from untapped talent that’s eager to contribute. Employers looking to hire reliable remote workers will find dedicated, motivated candidates when they open their doors to moms.

A Message to Moms Returning to Work

If you’re a mom staring at your resume and worrying about the blank spaces, know this: those years are not empty. They’re filled with moments that shaped you into a stronger, more capable professional. If you’re struggling to find your way back into the workforce, we offer Career Jumpstart sessions that provide insights into how your experiences can translate into new opportunities and provide clarity on what your next steps are. Employers aren’t looking for perfection; they’re looking for potential, dedication, and perspective, all of which you have in abundance.

Your career journey doesn’t have to be a straight line to be valuable. Own your story. Share your skills. And remember, you bring more to the table than you think. If you find yourself struggling to get hired or just figure out what your next steps should be, we offer sessions with a Personal Career Strategist that will work one-on-one with you for 30 days to ensure you’ve got all the tools and information you could need to jump back into the workforce!

Employers, a resume gap is not a warning sign. It’s a chapter of life that often makes someone more resourceful, resilient, and ready to thrive. Businesses who choose to see beyond it gain incredible talent, and moms who embrace their journey find confidence to step boldly back into the workforce. Together, we can rewrite the narrative because behind every gap is a story worth celebrating.

Ready to post a job to find your next dream candidate? Start here.

Ready to jump back into the workforce? Start here.

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September 1, 2025

The Hiring Timeline For Job Seekers And Employers

One of the biggest variables in the remote job market is time. Job seekers often ask, how long does it take to get hired for a remote job? Meanwhile, small business owners and employers wonder, how long should it take to hire someone for my team?

The Job Seeker’s Timeline

For job seekers, especially moms re-entering the workforce or looking for more flexible opportunities, the timeline can feel unpredictable. On average, it takes between three and six months to land a new role. Remote positions can take longer because competition is strong and the best jobs often receive a high number of applications.

That does not mean job seekers are powerless. The length of the process depends on several factors:

  • The first is industry demand. Some roles like customer support, admin assistance, and social media management often fill quickly. More specialized roles, such as technical or executive-level positions, may take longer to secure. 
  • Application quality matters as well. Generic resumes often disappear into the pile, while tailored, personalized applications stand out. 
  • Consistency plays a role as well. Those who apply steadily to carefully selected opportunities see faster results than those who submit sporadically. 
  • Networking can also shorten the process considerably since connections often lead to opportunities.

Platforms like HireMyMom give job seekers an advantage by filtering out scams and irrelevant postings. By connecting directly with small businesses who want to hire experienced candidates for remote jobs, job seekers save time and find opportunities that are already aligned with their needs for flexibility and legitimacy. To make the process even easier, HireMyMom offers a variety of packages for job seekers that provide access to these carefully curated opportunities.

The Employer’s Timeline

Employers ask a slightly different question: How long should it take to hire someone for a remote role? Small businesses often do not have the luxury of waiting months to fill an urgent position. The longer a role sits open, the more work piles up and the more stressed business owners become.

Ideally, hiring for remote roles takes between one and three weeks. When an employer creates a clear job posting, targets the right audience, and communicates efficiently with applicants, the process moves quickly. At HireMyMom, many employers report hiring within days because they are reaching motivated, pre-screened candidates who are actively searching for flexible, family-friendly opportunities.

Additionally, the speed of hiring depends on the employer’s process. A vague job description leads to mismatched applications, slowing everything down. Posting on general job boards often means sifting through hundreds of unqualified candidates, which can drag out hiring for weeks. Posting on a specialized remote hiring platform allows employers to connect with reliable talent more efficiently. Employers who want to hire virtual assistants, part-time help, or project-based remote workers find the best results when they cut out unnecessary interview rounds and respond to candidates quickly. To support this, HireMyMom offers several packages for employers designed to make posting listings simple, affordable, and effective.

Why the Timelines Differ

The difference in timelines highlights an important reality: That job seekers and employers are operating on very different clocks. A job seeker may expect to search for months, while an employer wants their role filled within weeks. This gap can create frustration for both sides if expectations are not aligned.

For job seekers, it is important to recognize that employers often want to move quickly once they find the right fit. That means tailoring applications and responding promptly can make all the difference.

Staying Motivated as a Job Seeker

For moms looking for remote work, staying motivated during the search is half the battle. Setting aside regular time for applications helps keep the process consistent. Tracking progress, such as which jobs you have applied to and which employers responded, prevents discouragement and provides a sense of accomplishment. Even small wins like receiving a personalized reply can be encouraging. Building a strong resume through online courses or certifications also builds confidence and keeps resumes fresh. Applying on targeted sites like HireMyMom cuts down the wasted time spent on irrelevant or misleading postings.

Staying Efficient as an Employer

For employers, the key to faster and more successful hiring is clarity and focus. A detailed job posting with expectations for skills, hours, and pay reduces mismatches. Posting in the right place also matters. General boards might give volume, but specialized platforms like HireMyMom give quality. Speed of communication is another factor. Candidates who do not hear back quickly may accept offers elsewhere. Employers who respond promptly and keep their process simple find reliable remote employees faster and with less stress.

The Realistic Breakdown

So how long does it really take? For job seekers, expect one to six months to land a remote job depending on your field, application strategy, and level of flexibility. For employers, plan on two to three weeks if you create a clear job description, post in the right place, and communicate quickly with candidates.

The job search and hiring process are not always instant, but they do not have to be drawn-out or stressful either. For job seekers, persistence and consistency pay off. For employers, prepartion and clarity are the best tools for finding reliable talent.

If you are a mom asking yourself how long it takes to get hired for a remote job, the answer may be longer than you would like, but it is worth the effort. If you are a small business owner wondering how long it should take to hire someone, the answer is much shorter, provided you post your job where the right candidates are already looking and move the process along by communicating promptly with candidates.

HireMyMom exists to bridge that gap, helping job seekers and employers meet in the middle. By focusing on flexible, remote opportunities, we make it faster and easier for both sides to find the right fit.

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August 25, 2025

Don’t Hire The First Good Candidate You Meet

Even with the evolution of technology, the hiring process is still daunting. From drafting all the materials to sifting through applicants, the process is time intensive. Since it is so easy for anyone to apply to a job now, companies are often overwhelmed with applicants from the very second they post an open job listing. Due to this high influx of candidates, hiring departments can easily get weary of managing it all. This can lead to jumping onto the first candidate they find that sort of meets the qualifications.

As someone with over twenty years of experience hiring candidates and helping job seekers optimize their application materials, I encourage companies to keep looking. Yes, the process can be fatiguing. Yes, it can be extremely overwhelming. However, hiring the first candidate you meet that seems okay can actually cost your company in the long run.

The Cost Of The Wrong Hire

First and foremost, hiring someone who is not completely qualified means that training will be involved. This can be expensive for a company, and it means that a person will not be able to work while they are learning something new — which also costs the company in productivity. There is always the risk as well that you hire someone, pour lots of resources into them to train them, and then they leave.

However, this training period does not just affect the new hire. It also affects other team members. There will most likely be a team member that is conducting the training or even just following up on a new hire’s progress. That is time that person could have spent doing other things for the company. Additionally, while the new person is training, what happens to the work that falls under their job description?

Companies often ask other team members to pick up the slack in the meantime. This causes others to be stressed, overloaded, and they might fall behind on the work they are supposed to be doing themselves — not just the extra they have been asked to take on. While teams are always excited to fill an open spot, onboarding someone new can be a little tricky.

What To Do About The Perfect Hire

It should be mentioned that you will almost never find your dream candidate. That unicorn you are looking for is just that: a nonexistent unicorn. While you should not just hire the first person you meet that seems to somewhat fit the requirements, you also should not hold out for an absolutely perfect hire.

Instead, find a candidate who gets close to all the requirements. For example, your team uses Jira to manage projects, and you are looking to hire a new project manager. This new hire might not have experience in Jira, but maybe they have experience in Asana. While the two systems have their differences, they are extremely similar. That candidate has a good foundation in project management software that can be translated to a new one. On the other hand, if there is a candidate that has zero experience in any type of project management software, you should probably look for someone else.

Look for someone who is a quick learner that can make up for any experience they might be lacking, and consider slowly onboarding a team member. For example, if you are hiring someone to create marketing emails, start them off creating emails, but wait to train them on the project management software they have to use to keep track of said emails. This will ensure that their immediate duties are taken over so the rest of the team is not stressed as they continue to try and create emails plus do everything else.

Tips To Overcome Hiring Fatigue

If your company has been searching for a candidate for a bit and you are feeling fatigued, it is important to take breaks. Again, the wrong candidate can be extremely costly for your company. If something goes wrong with a new hire and they leave, the entire process must be repeated for someone else.

If your team feels fatigued from looking through all the applicants, have them take a break. This might look like just getting up to get some coffee or trading some tasks with a team member so that they can do something else for a bit to clear their mind.

Offer them encouragement. The right team member is just around the corner, they just have to keep searching. Bonuses are also a great incentive to encourage employees, so during extra tricky hiring times, you can offer a bonus for bringing in quality candidates.

Bring in AI to help the process. If your company is not already using AI, consider doing so now. The software can easily read through hundreds or thousands of resumes in an instant, pulling out qualified candidates by reviewing keywords they have used in their resume and comparing the work history/education to the job requirements. AI can be a huge help here as the first stage of the hiring process — reviewing potential applicant’s materials — is often the longest.

However, if your company prefers to do things the old-fashioned way, try to batch potential candidates. This means that you post the job. Leave it open until it hits a certain number of applicants. Maybe your team can handle fifty or maybe they can only handle ten. Whichever works best for your team, wait until you receive that many applicants and then turn off the job listing. That way your team does not feel overwhelmed looking at current applicants while new ones pile up. Then, if quality candidates are not found in that original pool, you can open up the job listing again.

Just remember, while hiring a new team member to help the company is important, your current employees are just as important. Make sure you are listening to them on how they feel about the process to avoid hiring burnout.

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July 21, 2025

Top Remote Roles in 2025 (and Where to Find or Fill Them)

Remote work is thriving in 2025—and it’s here to stay. As businesses continue to embrace flexibility, a growing number of skilled professionals are seeking remote opportunities that offer both autonomy and purpose. Whether you’re a small business owner looking to hire or a job seeker exploring your next opportunity, knowing the top remote jobs in 2025 can help you stay competitive.

In this guide, we explore the most in-demand remote roles this year and where you can go to find or fill them.

Why Remote Hiring Is on the Rise

According to a 2025 report from McKinsey, over 60% of companies now have a hybrid or fully remote workforce. Small businesses, in particular, benefit from hiring remote professionals due to:

  • Reduced overhead costs
  • Access to a wider talent pool
  • Increased productivity and flexibility

This shift has also opened doors for professionals seeking better work-life balance, especially working parents, freelancers, and digital creatives.

Top Remote Jobs in 2025 for Small Businesses and Freelancers

1. Virtual Assistant (VA)

Still one of the most versatile and high-demand roles. VAs can handle:

  • Inbox and calendar management
  • Travel arrangements
  • Customer support
  • Social media scheduling

Perfect for: Time-strapped entrepreneurs and admin-savvy professionals.

Where to find or fill: HireMyMom.com Virtual Assistant Jobs

2. Social Media Manager

With platforms constantly evolving, social media pros are needed to:

  • Plan and schedule content
  • Engage with followers
  • Monitor analytics and trends

Perfect for: Creatives with digital marketing skills and an eye for design.

Find a Social Media Manager or if you are looking for a social media job, Apply Today.

3. Content Writer / Copywriter

Content continues to dominate digital marketing. Skilled writers are hired for:

  • Blog posts and newsletters
  • Website and landing page copy
  • Product descriptions

Perfect for: Writers with a flair for storytelling and SEO.

4. Online Customer Service Representative

Customers expect fast, friendly online support. CSRs provide help through:

  • Email and chat
  • CRM tools like Zendesk or HubSpot
  • Knowledge base management

Perfect for: Detail-oriented communicators who enjoy solving problems.

Tip: Include software proficiency in your job description or resume.

5. Bookkeeper / Accounting

Even small businesses need help keeping their finances organized. Remote bookkeepers and accountants handle:

  • Invoicing and payments
  • Expense tracking
  • QuickBooks or similar software

Perfect for: Professionals with accounting knowledge and strong organizational skills.

→ Hire a Remote Bookkeeper or Apply for Financial Roles

6. Email Marketing Specialist

Email marketing continues to deliver high ROI for small businesses. These professionals:

  • Write and design email campaigns
  • Manage subscriber lists
  • Analyze open/click rates

Perfect for: Strategists with a mix of writing, design, and data skills.

Internal Link: Post or Apply for Email Marketing Jobs

How to Hire or Get Hired for These Roles

Whether you’re a business owner or freelancer, you need the right platform. General freelance sites often lead to:

  • Unqualified applicants
  • Time-consuming vetting
  • High fees and inconsistent experiences

That’s why HireMyMom.com was created—to connect small businesses with experienced, U.S.-based remote professionals who are reliable, values-driven, and ready to work.

“Hire My Mom was exactly what I needed. As a stay-at-home mom looking for flexible, part-time remote work, I was overwhelmed by all the remote job listings and freelance sites – some of which felt a little scammy – and all of which took a lot of time. Hire My Mom felt different—personal, trustworthy, and full of real, vetted opportunities.

Within just a few days using the platform, I landed a job I was genuinely excited about. Now I get to use my skills, grow professionally, and still have the flexibility to be present for my family. I’m so grateful for this platform and highly recommend it to anyone looking for remote work that actually fits your life.”
— Jessica P.

Post Your Job or Get Matched Through Our Concierge Service

FAQ: Remote Job Trends in 2025

What is the most in-demand remote job in 2025?

Virtual assistants, social media managers, project / account managers, and customer service reps continue to top the list for small businesses.

Where can I find remote jobs that are flexible?

HireMyMom.com offers vetted, flexible job listings for part-time, project-based, and long-term roles.

Can I hire someone part-time or on a freelance basis?

Yes! Our platform is ideal for small businesses looking for flexible hiring options.

What industries are hiring remotely in 2025?

Popular industries include marketing, finance, e-commerce, coaching, tech, and health services.

Final Thoughts: The Remote Work Revolution Is Here

Remote work isn’t just a trend—it’s a strategic advantage for small businesses and an opportunity for professionals seeking freedom and flexibility. If you want to fill one of the top remote jobs in 2025 or get hired for one, make sure you’re using a platform that understands your needs.

Post Your Job Today or Create Your Profile and Apply to join the trusted network of HireMyMom.com.

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July 1, 2025

Remote Work Isn’t Dead—But You Need to Know Where to Look (and Hire)

What LinkedIn’s Survey Means for Job Seekers and Small Businesses

When the pandemic hit in 2020, remote work exploded overnight. For many, it was a breath of fresh air—freedom, flexibility, and the ability to work from home became the new norm. But according to LinkedIn’s Workforce Confidence Survey (March 2025), the tide may be shifting.

Remote roles are becoming more competitive and harder to find. In 2020, 46% of employees were working remotely. As of early 2025, that number has dropped to 26%, while 55% of employees are now mostly back onsite.

So, does this mean the era of remote work is over? Not quite.

Remote Work Isn’t Going Away—It’s Evolving

Yes, the percentage of remote roles has decreased since the pandemic’s peak. But perspective matters: in 2019, before the pandemic, just 6.5% of private-sector workers worked from home. Today, that number is still four times higher.

Remote work has simply stabilized—it’s no longer a pandemic-era necessity, but it remains a strategic option for many businesses and professionals who value flexibility, focus, and a better work-life balance.

What This Means for Job Seekers

If you’re a professional looking for remote work, it might take more intention and discernment to find the right role—but it’s absolutely possible. The good news? HireMyMom.com was built for this exact moment. We specialize in connecting highly skilled professionals—especially moms—with legitimate, flexible, remote job opportunities from small businesses that value quality, reliability, and relationship.

Here’s what sets HireMyMom apart:

  • We vet every job post—no scams, no fluff.
  • We attract mission-minded small businesses who respect your time and skills.
  • You’ll find flexible roles across marketing, admin, writing, customer service, account and project management and more.

What This Means for Small Business Owners

If you’re a small business owner, you may be wondering if remote hiring still makes sense. The answer? Absolutely.

In fact, with more large companies pulling talent back into offices, you have a golden opportunity to tap into experienced remote professionals who want to work on meaningful, flexible roles. Whether you need a part-time bookkeeper, a social media manager, or an executive assistant—you’ll find trustworthy, talented candidates on HireMyMom.

Bonus: HireMyMom saves you time and hassle. You won’t be lost in the noise like on the big job boards.

Final Thoughts

Yes, remote work is facing new challenges—but that just means job seekers and small business owners need a better way to connect. That’s where HireMyMom.com comes in.

→ Job seekers: Create your profile and start applying for your dream remote job today.

→ Business owners: Post your remote job and find your perfect hire.

The future of remote work isn’t gone—it’s just more focused. Let’s build that future together.

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May 12, 2025

The Hidden Costs of a Bad Hire for Small Business Owners

Hiring the right person can be one of the most rewarding decisions a small business owner makes. But hiring the wrong person? That can be one of the most expensive—and exhausting—mistakes. Many small business owners handle hiring on their own, without the support of an HR department or recruiter. Often, they’re in a hurry, trying to fill a position quickly to keep things moving. But rushing the process or hiring based on instinct alone can lead to costly consequences.

While the most obvious cost of a bad hire is financial, the ripple effects touch every part of your business—from lost time and productivity to damaged team morale and even the personal well-being of the owner.

The Financial Fallout: It Adds Up Fast

Let’s start with the numbers. According to the U.S. Department of Labor, the average cost of a bad hire can be as much as 30% of that employee’s first-year salary. That means if you hire someone at $60,000 per year and they don’t work out, you’re potentially out $18,000—and that’s a conservative estimate.

Why so high? Think about all the direct and indirect expenses that go into hiring: placing job ads, reviewing resumes, conducting interviews, onboarding, training, and then managing performance issues. If that person doesn’t last or underperforms, you’re not just out their salary—you’re also on the hook for replacing them. That means repeating the entire hiring process, which doubles your costs and delays your progress even further.

For small business owners operating on lean budgets and tight margins, those dollars aren’t just numbers on paper—they’re real investments that could have been used for growth, marketing, or technology upgrades.

Time: The Most Undervalued Casualty

If money is the obvious cost of a bad hire, time is the sneaky one that quietly drains your business. When a hire doesn’t work out, it creates a time suck on multiple levels.

You may find yourself spending hours trying to coach or train them, cleaning up mistakes, or even doing their work yourself just to meet deadlines. And when it becomes clear they’re not a fit, the process of letting them go, handling exit paperwork, and restarting your search only adds to the delay.

Every minute you spend managing the wrong hire is a minute you’re not spending on revenue-generating activities or strategic planning. As a small business owner, your time is arguably your most valuable resource—and losing it to a bad hire is like throwing away momentum.

Damaging Your Team From the Inside

Bad hires don’t just affect your workload—they can affect your entire team dynamic. Small businesses often operate like families: tight-knit, highly collaborative, and dependent on mutual trust. When someone new joins the team and doesn’t pull their weight, it creates friction and frustration.

Your best employees may feel like they’re carrying the load, leading to resentment. If the bad hire is rude, negative, or uncooperative, morale can quickly plummet. In some cases, a single toxic team member can drive away your top performers—costing you even more in long-term talent loss.

Hiring mistakes also impact how your team views your leadership. Employees may begin to question your judgment, especially if the problem team member lingers too long. That erosion of trust can take months to rebuild, even after the issue is resolved.

The Personal Toll No One Talks About

What’s often left out of the conversation is the emotional and personal toll a bad hire can take on the business owner. Many small business owners feel a deep sense of responsibility for every person on their team—and when a hire goes wrong, they internalize it.

There’s the guilt of making a bad call, the stress of difficult conversations, and the anxiety of making another hiring mistake. You might lie awake at night wondering how to fix the situation, dreading the confrontation, or worrying about how your team is coping.

All of that adds up to mental fatigue and emotional burnout. And let’s face it—when you’re overwhelmed and emotionally drained, it’s hard to show up as your best self for your business, your customers, or your family.

Why Small Business Owners Are Especially Vulnerable

Unlike larger companies with HR departments, small business owners are often winging it when it comes to hiring. Many are making these decisions in isolation, without a second opinion, using job descriptions they’ve copied from the internet, and relying on gut instincts in interviews.

They may also hire out of urgency—because a client just signed on, or an employee gave two weeks’ notice—and skip critical steps like checking references, testing skills, or thoroughly evaluating fit.

When the pressure is high, the temptation is to fill the seat as fast as possible. But in many cases, hiring no one is better than hiring the wrong one.

How to Avoid the Hiring Trap

The good news is: a bad hire doesn’t have to be your reality. Here are a few smart strategies to help you avoid falling into the trap:

  • Take your time. Rushing to hire often leads to regrets. It’s worth pausing to make sure the person is truly the right fit.
  • Use skills-based assessments. Don’t rely on resumes alone. Give candidates a small task or test project to see how they think and work.
  • Check references. A quick call can reveal a lot about past performance and attitude.
  • Bring someone else into the interview. A second perspective can help you spot red flags you might miss.
  • Use trusted hiring platforms. Services like HireMyMom.com specialize in vetting talent, making it easier to hire with confidence and peace of mind.

For more insights on the importance of thorough hiring processes, check out this blog: Implementing Effective Hiring Protocols in Your Small Business.

Final Thoughts

Hiring is one of the most important—and riskiest—decisions a small business owner can make. A bad hire doesn’t just cost you money. It costs you time, productivity, culture, and sometimes even your peace.

But with the right approach, tools, and support, you can hire smarter—and build a team that supports your growth, shares your values, and makes your business stronger every day.

And better yet, HireMyMom’s Concierge Service can handle all the stress of making the right hire with our experienced HR professionals taking all of the angst and worry out of making these difficult hiring decisions. You can learn more about our Concierge service here or book a free consult here.

Ready to make your next hire your best one yet? Visit HireMyMom.com and start your search today.

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June 20, 2024 0 Comments

Manage Your Image Prior to the Big Job Interview

Not that long ago, employers relied on interviews, reference checks and resumes to determine whether or not they wanted to hire someone. These days, business owners use a variety of other methods to decide if someone is hire-worthy. Some business owners will look into your background as part of the screening process; this may include asking you information about your educational background, any criminal records, your financial history, and the way in which you use social media, the U.S. Equal Employment Opportunity Commission notes. Potential employers may also do a background check, which can include looking up a credit report and any past criminal activity, and they will probably spend some time online learning what they can about you and your activities.

Here are some interview tips to prepare for the background screening and help ensure that your image is as upstanding, responsible and professional as possible.

Research yourself

Since employers often use a search engine like Google to learn more about you, beat them to the proverbial punch and research yourself, Lifehacker suggests. Hopefully what pops up will be a pretty accurate representation of who you are, including recent achievements and awards, articles that may have mentioned your name, and social media profiles. If your name is fairly common or if you are in the unfortunate situation where your name is the same or close to some notorious individual, you may want to go ahead and mention this during the interview. You could even add links and URLs to accurate articles about you to your resume.

Make sure your driving record is spotless — or close to it

Many employers will want or even require that you have a clean driving record. In addition to being a good indicator of responsibility and competency, a lack of tickets and other moving violations can show your future boss that you are capable of good decision making. Of course, this is especially important if the job involves any kind of driving. If your license has expired or if you have recently moved to a new state and you have not been down to the MVD yet, do everything you can before your interview to make sure your driving records are up-to-date. For example, if you just moved and you need to get your driver’s license, you can prepare for your exam by taking the permit practice test online at DrivingTests.org.

Clean up your social media act

Chances are good the person who will be interviewing you will look you up on social media sites. Take the time and go through all of your pages and remove anything that might be remotely questionable. This includes those fun pictures taken of you at that party on your Facebook page — you may not have been doing anything wrong, but it’s probably best to err on the side of caution.

Also, as Wisconsin Job Center notes, never speak poorly of your last boss in a job interview. If you ever did any complaining about your job, boss or co-workers on social media sites, take those comments off, pronto. Assume that your potential future boss will scroll through some of your Tweets, so go back and remove any that make you look less than positive. In addition, if you have a page on LinkedIn, make sure your profile is up to date with your latest job history and references.

Take these interview tips to heart — do anything you can to make sure that whatever someone learns about you online will increase, and not decrease, your chances of being hired.

Check out these other great articles about job search tips as a work from home professional. Also check out our current job postings for mom professionals.

 

 

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June 11, 2024

Implementing Effective Hiring Protocols in Your Small Business

As a small business owner, finding the right talent to help grow your company can be a challenging task. The hiring process itself can be long and arduous without proper planning. However, if you go into it with a structured goal, it can streamline the experience for both sides (job seekers and employers) so that you can onboard the talent you’re looking for.

Understanding the Importance of a Structured Hiring Process

Navigating the hiring landscape efficiently requires a well-thought-out structure; it’s akin to having a roadmap. By embedding a structured hiring process into your small business operations, you can significantly enhance your ability to sift through candidates effectively, minimizing the time and resources typically expended in the hunt for the ideal team member. This organized approach not only helps in streamlining the recruitment effort but also substantially lowers the risk of turnover by ensuring the individuals you choose are well-suited for their roles and aligned with your company’s culture and values. 

Your roadmap should have a few important stops along the way: crafting the job description, sifting through candidates, interviews, and onboarding. You need to consider what you’re looking for — what are the minimum requirements a candidate needs and what does your “unicorn” candidate who has every qualification look like? How many interactions with your company do you feel are needed with a potential job seeker before you hire them? All of these questions should be answered on your roadmap of effective hiring protocols.

Crafting Effective Job Descriptions

An engaging and clear job description is your first opportunity to connect with potential candidates and make a lasting impression. It’s essential to outline the key responsibilities and expectations of the role precisely. Ensure you detail the qualifications, skills, and experience necessary for a candidate to succeed. However, it’s equally important to go beyond the basics. Infuse your job description with the personality of your small business; let candidates know what makes your company a unique and exciting place to work. 

Highlight the culture, values, and any benefits or growth opportunities that set you apart. To attract a diverse and talented pool of applicants, use language that encourages candidates from all backgrounds to apply. This does not mean you need to craft an entire novel about your business. Just provide a few sentences that sum up the core of your company. Then dive into the job description details. Provide a few sentences about daily tasks, and then include a bullet point list of what a candidate should bring to the table. 

As part of your hiring protocols, find a job template that works for you and use that moving forward for all new hires. This keeps things uniform and makes it easy to fill in what is needed. You can learn how to craft a great description like this and more in our Hiring Made Easy course, if you need help getting started.

Conducting Interviews That Reveal True Potential

You’ve used your template and posted your job. Now it’s time to sift through candidates. When establishing your hiring protocols, figure out what immediately disqualifies candidates. Do you need someone who has experience in your industry? Look for that first on application information. That will keep you from reviewing unqualified candidates. Create a checklist that you can reference with each application. From there, it’s time to reach out to those who meet your requirements and schedule an interview or two.

Interviews offer a golden opportunity to peel back the layers and truly understand what a candidate brings to the table. The key to a successful interview is crafting questions that invite candidates to share their stories, highlighting their unique experiences and problem-solving skills. Encourage them to discuss times when they’ve made a significant impact in previous roles, navigated complex challenges, or brought innovative solutions to the table. 

Create questions that are specific to your own company and pull from your own knowledge. Maybe your website crashed one day, ask your new digital marketing candidate how they would handle that scenario. Follow that up by asking if they have experienced something similar. Be sure to use unexpected scenarios like web crashes, but also include issues your company encounters daily. Perhaps your accounting department has to reach out to sales to collect orders — ask potential accountants in interviews how they would go about interacting with the sales team with tact to get what is needed. Write a list of questions to use as an outline for each new candidate.

A great interview is a two-way street. It’s about discovering if there’s a mutual fit, so be open about your expectations and what it’s truly like to work at your company. This honesty fosters a positive candidate experience and sets the stage for attracting individuals who are genuinely excited to contribute to your business’s success. Encourage candidates to ask questions of you as well.

Streamlining Onboarding

Finally, the last point on your hiring roadmap should be onboarding. Candidates that are thrown into the deep end and told to learn how to swim on the fly are normally the first to jump ship. Employees want to know they are supported if they have questions. Create a to-do list for onboarding that you can check off for each new hire to create a smooth process. Start with an orientation to show people how daily life works at your company. Follow up by giving your new hire access to any accounts they will need. Give your new employee tasks to get started, but pair them up with a seasoned professional at your company that can walk them through the process. 

A big step many companies miss is closing out onboarding. Once someone seems to feel comfortable with a task, companies often leave them to themselves. Have a final exit interview to see how candidates felt about the onboarding process. Ask for feedback! Then, set up consistent check-ins to ensure the employee feels comfortable with their job throughout their time with your business.

With established protocols in place, you can create uniformity in job posts with templates and streamline the onboarding process with a well-established to-do list. Feeling a little overwhelmed with this process? Our HR experts can help!

 

 

 

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May 9, 2024

Attract the Best Candidates with these Job Post Tips for Small Businesses

As a small business owner, finding the right employees can be a daunting task. With the rise of online job boards and social media platforms, the competition for top talent is fiercer than ever. However, it’s not just about attracting candidates, but also ensuring that your job posts are legitimate and authentic.

Communicate Your Business Values

By clearly stating your company’s mission, vision, and values, you can differentiate your business from others and attract candidates who align with your principles. Use your job posting as an opportunity to showcase what your business stands for and how it operates. Highlight any unique benefits or initiatives that set your company apart. This transparency will not only attract candidates who share your values but also help weed out those who may not be a good fit. You can even provide some social proof from current employees through testimonials of what it is like to work at your business. Remember, candidates are looking for more than just a job – they want to be a part of something meaningful. 

Use Professional Language and Format

Avoid using overly casual or slang terms and opt for clear and concise language that conveys professionalism. Use proper grammar, spelling, and punctuation to demonstrate attention to detail. Structure your job postings in a clean and organized format, using bullet points or subheadings to make information easy to read and understand. Avoid excessive use of jargon or industry-specific terms that may confuse applicants. Remember, the way you present your job posting reflects your business’s image and reputation, so take the time to ensure it is professional and polished. If you need help writing a job description, our Small Business Concierge Service can help!

Be Transparent About Salary and Benefits

Candidates want to know what they can expect in terms of compensation and perks before they invest time and effort into the application process. So, be upfront about what you have to offer. Clearly state the salary range and any additional benefits, such as insurance, perks, training or flexible work options. This will not only help candidates determine if the position aligns with their expectations but also demonstrate your commitment to fair and equitable compensation.

Provide Contact Details and Application Process

One of the most frustrating experiences for job seekers is coming across a job posting without any contact information or clear instructions. As a small business owner, you want to make it as easy as possible for qualified candidates to reach out to you and submit their applications. Provide your contact details, such as an email address or phone number, so that candidates can easily get in touch with any questions or to submit their resumes. Additionally, clearly outline the application process, whether it’s through an online form, email, or some other method. By providing clear contact details and an easy-to-follow application process, you’ll not only make a good impression on potential candidates, but you’ll also increase the chances of attracting qualified applicants.

Actively Engage with Applicants

Don’t just sit back and wait for resumes to come in – take a proactive approach in your hiring process. Respond promptly to inquiries and applications, acknowledging receipt and providing a timeline for next steps. Ask thoughtful and relevant questions to gain further insight into candidates’ skills and experiences. Schedule interviews in a timely manner and keep candidates informed throughout the process. Provide feedback and updates, even if it’s to let them know they didn’t make it to the next round. Many applicants are dealing with the frustration of being ghosted during the hiring process (for those that are not familiar with “ghosting”, this is when a candidate interacts with a company and at some point of the process, the candidate never hears back from the company even after following up). Some open positions may receive hundreds of applications which can make it difficult to respond to everyone, but you can set up automations to inform candidates of what is happening within the process so that they know where they stand with your company.

If you feel a little uncertain about the whole hiring process, then check out our self-paced online course Hiring Made Easy where you can learn from industry experts how to craft the perfect job description, what steps you should go through when hiring, what salary you should offer, and more.

 

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