Hiring vs. Upskilling:
What Makes Sense for Today’s Small Business?
Small business ownership is often a matter of paddling a kayak down whitewater with one oar. You're juggling budgets, juggling expectations, keeping in compliance, and attempting to grow—hoping the next curveball isn't too extreme. So when you're in need of plugging skill gaps in your team, the decision to bring in fresh blood or retrain the team you already have on hand can be a rather intimidating one.
Both have their pros and cons. One may seem quicker, the other more robust. But still, the question is—what is best for your business today?
The Real Cost of Just "Hiring Someone"
Hiring might look like the obvious option. I mean, why not hire someone to instruct when you can simply hire someone who knows their stuff, right? Hold up, though.
The hiring process isn't always the easy quick fix it seems to be. From advertising the job, sorting through the applicants, interviewing, induction, and the inevitable settling-in process, the hiring of a new employee can be a long and arduous process. That's without factoring in pay, super, and the possibility that they won't be the right cultural fit after all.
It doesn't take the new hires long to acclimate—not the job, but your company culture and values. That's when a good onboarding program kicks in, but it's still not instantaneous. And if they leave after a few months? You're back to square one.
The Upskilling Case: Nourish What You Already Have
In other words, upskilling is somewhat similar to planting your own veggie garden. It does take time and effort, naturally, but there is a certain fulfillment that comes from harvesting what you already possess.
Developing your existing staff can do more than simply fill technical gaps. It raises morale, develops commitment, and sends a message: "We believe in you." And for a small company, that type of trust is worth its weight in gold. You've got these individuals already on your payroll. They know your systems, your customers, your quirks. With the autonomy to grow, they can develop a stronger, healthier team without the expense of hiring a stranger.
Consider it in this manner:
- You save money on recruitment.
- You minimise downtime—since they're already accustomed to the work.
- You develop long-term capacity, not temporary fixes.
- You enable your staff, and they can raise morale company-wide.
The biggest hurdle? Time. Getting individuals off the desk or away from the machine to train isn't always the easiest thing to do. But the payoff is often well worth the hassle, especially if you're thinking ahead.
Choosing What to Invest In
Of course, not all training is created equal. If you're investing money and time out of the office to learn it, it must be practical and applicable. For small companies dealing with high-level equipment—such as manufacturing or computer tech support—investing money in instrumentation and control training can enhance your staff's ability to run and repair high-level machinery. It's a highly specific set of skills, but it will save you a tremendous amount of money in your need to call in outside contractors or technical support.
And now let's talk about the world of compliance and sustainability, growing at a rate greater than your Monday morning email box. Training modules like UEERE0054, all about calculating energy needs and resources for renewable energy sources, can help your people make sense of Australia's evolving energy standards and create value for your business proposition. Instead of going green by outsourcing, you're integrating it into your company. What a smart idea, don't you think?
The Hybrid Alternative
Every now and then, though, the right answer isn't either/or—it's both. Maybe you hire a very technical role you can't promote from within, but you have the rest of the staff to backfill that person. Or maybe you bring in a junior staffer and pair them up with someone who's training into a high-level role. The mix of new blood and experienced in-house talent can be a real game-changer.
Every small business is different. Some are better at training and supporting upskilling. Others will need a rapid fix and the skill to bring someone in successfully. It's not a matter of choosing the "right" method—it's a matter of choosing the method that works best for you right now and where you're headed.
Red Flags to Look Out For
If you are uncertain whether to upskill and hire, the below are some indicators to lead you to the decision:
- Your workers are burned out: Don't overload them with training if your workers are already at the breaking point. You might need to hire someone to take a bit of the load off first.
- You have high turnover: This could be due to a cultural or structural problem, but upskilling is part of the solution. Individuals prefer to work somewhere where they are progressing.
- You're pursuing innovation: If your industry’s moving at lightning speed, sometimes it just makes way more sense to throw some resources at your current crew and get ’em trained up. They already know the ropes, right? Honestly, that can be a lot quicker than gambling on some outsider who might not even “get” your company vibe.
- You need immediate results: If you’re up against a crazy deadline and need stuff done, like, yesterday? Yeah, then you probably gotta bring in someone who can hit the ground running. No time for hand-holding or long onboarding—just get the job done, no fuss.
It Doesn't Have to Be All or Nothing
Honestly, sometimes all you can do is take a deep breath and watch what your crew pulls off. Who knows? They might blow your mind. Upskilling isn’t some magic trick that turns everyone into a guru overnight. It’s more about inching forward, leveling up bit by bit, so your team gets where you want ‘em—without tossing out all the weird, wonderful stuff that makes your company, well, your company.
Hiring introduces new talent. Upskilling unlocks dormant ones. You get to pick the beat that's optimal for your team. Either way, you're creating something better.
And that, mate, is an investment worth making.
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