» Hiring Summer Employees

Big Ideas for Small Business HR

Hiring Summer EmployeesNow that your wedding business has likely had a few busy weeks of events so far, you may be wondering if it’s time to get some summer help! Luckily for you, your busy season coincides with one of the best times of the year for hiring. But even with time on your side, hiring summer employees can still be a tough process.

Maybe you need a summer intern to help with some of the smaller tasks, or maybe you need a full-time employee to assist at events. No matter who you’ll be hiring, use these guidelines to get the process started!

Decide what you need before getting started. Do you need a summer intern, part-time or full-time employee? Is there a possibility of keeping this person after summer ends, or is it strictly a temporary position? Make these decisions up front so you can make sure you’re following all the rules. Interns are different from independent contractors, and independent contractors are different from employees. Do the research to find out which type best fits your business’ needs.

Write your listing and decide where to advertise. Be as descriptive as possible when writing your listing so you get more qualified applications. Your perfect candidate is out there – they just need to know you’re looking for them! A well-placed “Help Wanted” ad can drive a bunch of applications, whether it’s in your local paper or in an online directory. Word of mouth is usually effective for smaller regions, so mention your opening to clients and friends in the industry. Be sure to also list your job opening on your website to catch any applicants who happen upon it!

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» 5 Principles of Good HR

Big Ideas for Small Business HR

5 Principles of Good HRHaving Human Resources programs in place is a requirement as you build your wedding business, and for most it’s not a very exciting aspect of business. We know that it can be confusing to understand the roles, requirements and responsibilities, but Human Resources is more than just paperwork – that’s why we call our Human Resources department the People department!

With all the other aspects of your business on your mind, good HR is probably an afterthought. Below we break down five principles of good HR so you can start taking a more holistic approach to your wedding business.

1. Provide a good hiring experience

Whether you’re hiring your first employee or your hundredth, it’s important that all potential candidates have a good experience. All employees involved in hiring should maintain their professionalism throughout the process. Be responsive and clear in all your communications from the initial inquiry and application to the hiring decision. View every applicant as a potential brand advocate – even if the applicant doesn’t get the job, they’ll be singing your praises to others and looking for your next opening if they have a positive applicant experience with your business.

2. Provide a better employee experience

While providing a good experience for applicants is important, your actual employees deserve an even better experience when they come to work every day. Strive to treat your employees like you would treat your customers to make sure they’re getting what they need for their own professional growth. For many wedding businesses, the employees are in the trenches dealing with all sorts of problems to come up with solutions and are always the representative ‘face’ of your business. Treat them well and they, too, will be your brand advocates!

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» Hiring Your First Employees

Big Ideas for Small Business HR

Hiring Your First Employee

If you’re a small business owner, you likely started your business so you could be your own boss and take your wedding and event business in the direction you wanted most! But with the majority of weddings taking place between April and October, your business is entering the busy season. Is it time to enlist the help of a brave first employee or expand into a small team?

If you’ve hit the critical “breaking point” where you’ve decided you can no longer manage your booming business on your own, you know there’s a whole new list of legal, financial and time obligations associated with bringing on your first employee. It can be a lot to handle – you are, after all, just one person right now – but it doesn’t have to be as stressful as you might think.

To help you navigate these new waters, we’ve created our list of the precautions to keep in mind as you go about hiring your first employees!

Decide on all the details ahead of time

Before you even bring in your first candidate for the position, make sure you have all the details set in your mind (and in the job listing). Come up with a formal list of activities the new employee would be involved in, a “wish list” of skills and experience you’d like the employee to possess, and more specific details like salary and employee classification. Make sure those details are compliant with minimum wage requirements as well as other Department of Labor standards.

Don’t skip the background check

Don’t just rely on your instincts – make sure to do your due diligence when hiring your first employee by performing a background check. While you may feel that a candidate seems trustworthy, there are a lot of liabilities associated with new employees. Anyone you hire is a representative of your business, so you should make sure they represent you in the correct way and, more importantly, keep your business out of potential litigation. For example, firms like Sterling and Intellicorp are examples in the area of background checks, and don’t forget to notify the applicant in writing that you are performing a background check if you do decide to move forward with one (it’s required by law).

Take the time to check references

References can be a huge part of a hiring a new employee, yet they’re often skipped because of time constraints. References can tell you far more than what’s on a candidate’s resume! It’s important to speak with people who know the candidate both professionally and personally to get a good understanding of his or her ability to do the job and everyday personality. Ask the applicant to provide a few references, and make a few phone calls following the interview.

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» 4 Considerations When Growing Your Business

Big Ideas for Small Business HR

With the busy season right around the corner, now may be the time to consider hiring more employees and growing your business. Each year, you should be re-evaluating your business to decide whether or not it’s the right time to make a change. For many newer small businesses, the question is whether you want your business to remain small or aim for growth.

There are a lot of logistics to consider when making these types of decisions, and they often overshadow the more intangible concepts you need to run your business successfully. While considerations like finances and state and federal regulations are obviously important, it’s also important to determine your goals from a human resources perspective.

If you’re ready to take your business to the next level, keep these four considerations in mind to ensure things continue to run smoothly!

4 Considerations When Growing Your BusinessNurture your team’s creativity

Wedding and event professionals are a very rare breed; hard-working, independent, professional, but most of all creative. It takes a lot of creativity to compete in an industry that is constantly evolving and depends so much on trends! Make sure that as your team grows, you continue to foster that creative environment. Seek out new team members with different backgrounds and perspectives, and look for new opportunities to work together with the members of your team to come up with unique ideas.

Be ready to take necessary risks

While your business needs to be strategic in its growth and endeavors, don’t be afraid to take risks. First, be sure to evaluate your business’ position to determine whether or not there’s too much danger to rock the boat, but then be ready to research new possibilities and get out of your comfort zone. You probably took a risk in starting your business, so don’t be afraid to trust yourself again enough to strive for innovation. Avoid becoming complacent and learn from all your ventures, whether successful or not.

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» HR Basics Every Small Business Owner Should Know

Big Ideas for Small Business HR

The following is the first post in our new series, Big Ideas for Small Business HR! This series will provide tips and advice for small businesses who manage their own human resources. Check back soon for more!

HR Basics Every Small Business Owner Should KnowOwning your own small business is a dream come true for many wedding and event professionals. The freedom to control your schedule and play by your own rules is a huge draw for many who start their own businesses. One of the biggest challenges to owning a small business, however, is dealing with all the laws, requirements and paperwork that come with it by managing your employees and other aspects of Human Resources.

The good news is that if you’re looking to hire employees, your business is doing well! With your success comes the need for more people to share your dream, and you’ll continue down the path to growth and brand awareness.

If you’re looking to expand your business in anticipation of the upcoming busy season, make sure you know these HR basics!


The legal component of human resources is often the most complex, as you’ll need to comply with both state and federal laws. Even more complicated is the fact that many of the laws may change depending on the number of employees you have. To find out more about these laws, visit the U.S. Department of Labor website to see both federal and state requirements. Regardless of your business’ home state or size, all your employees will need to complete both tax forms and I9 forms.


Compiling a benefits program can seem overwhelming for many small business owners. You have to choose healthcare insurance providers and select retirement benefit plans, as well as establish optional benefits such as employee incentive programs. Some benefits are required by law, and others are optional based on your own preferences. Start by finding out which benefits are required and which are optional, and then you can start creating your benefits package.


Now is the fun part – choosing who will join your business’ family! You’ll need a clear plan for setting the requirements for each position, evaluating any applicants on those requirements, how you plan on interviewing any applicants and what you’re prepared to offer the winning applicant. You should also consider the type of personality you’re looking for, as you’ll be spending a lot of time with your new hire! Don’t rush the hiring process by hiring the first person who walks in – take your time to find the perfect fit.

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