How to Propose a New Hire to Your Management Stakeholders

Hiring new talent is essential to maintain growth and productivity, especially in the dynamic and fast-paced world of the building services industries. However, convincing management stakeholders to approve a new hire can be challenging. In this blog, we’ll guide you through building a solid business case for a new hire, ensuring it aligns with your company’s strategic goals and delivers a tangible return on investment (ROI).

1. Identify the Business Need

The first step is to clearly outline why a new hire is necessary. Are you seeing an increase in project demands? Is your team struggling to keep up with deadlines? Identify the specific pain points your team is facing and how they impact business outcomes. Use hard data wherever possible. For example:

• Increased project load: Show how current team members are overworked, leading to burnout or reduced productivity.

• Skills gap: Highlight any missing skills that the new hire will fill and how this will help drive future growth.

2. Align the Hire with Company Objectives

Stakeholders are more likely to approve your request if you can show that the new hire aligns with the company’s larger strategic goals. Consider how this new employee will contribute to the overall success of the business. For example, if your company is focusing on expanding into fire safety installations, a new hire with expertise in that area will be critical to achieving that growth.

3. Demonstrate ROI

Management teams want to see the numbers. Show how the new hire will positively impact the company’s bottom line. Here are some factors to consider:

• Cost savings: Will the new hire reduce overtime costs, or allow your company to take on more contracts?

• Increased revenue: How will this new position contribute to revenue growth?

• Efficiency gains: Will having an additional team member speed up project delivery, enabling you to take on more work and generate more income?

4. Address Concerns Around Costs

Be prepared for questions about costs. Hiring can be expensive, so anticipate concerns and be ready to address them. Compare the cost of the hire with the potential business benefits, whether it's reducing delays, preventing missed deadlines, or filling an urgent skills gap that could prevent costly mistakes.

5. Present Alternatives

To show flexibility, present alternative options, such as hiring a contractor or freelance expert if the stakeholder has concerns about full-time employment costs. This shows you’ve considered different options and allows management to make an informed decision.

Conclusion

Proposing a new hire can be challenging, but by focusing on clear business needs, aligning with company objectives, demonstrating ROI, and addressing potential concerns, you’ll be able to build a compelling case. Get the stakeholders on board and secure the talent your team needs to thrive.

Ready to plan your next hire? Let’s chat about how we can help you present the best case to your stakeholders and build a strong team for 2025. Contact Cento today for expert guidance.