When you hire your first employee you can create the position you need. That’s often easier said than done.

Start by developing an inventory of the specific tasks you do and how much time each one takes. Then organize those individual tasks into larger, related areas, such as sales, marketing, record keeping. Now take a brutally honest look at which tasks you’re willing to delegate to an employee.

Don’t jam unrelated responsibilities into the position you’re creating. For instance, maybe you want an employee to take over account billing and receiving, but you also want help developing marketing campaigns. Chances are you’re not going to find a dynamite bookkeeper that also excels at promotion.

Using that same example, will you be comfortable hiring a bookkeeper that knows all the details of your business finances? What level of authority will you give that person? Which decisions will you allow that employee to make? If you’re considering a sales person, will you be comfortable turning over client information?

As a solo entrepreneur, it’s just as important to identify which tasks you don’t want to delegate. If you live for the thrill of making the big sale or interacting frequently with customers, exchanging those duties for the chore of managing an employee might take the jazz out of your day.

Write the job description with as many details as possible:

• Tasks to be done

• Time it takes to complete those tasks

• Level of responsibility and decision making

Now look at ways that the position can grow in the future. Sharp employees need to know how they can expand professionally. What duties can you add to their job description in the months to come? What new responsibilities can you delegate to keep the employee motivated and enthusiastic?