{"id":24059,"date":"2025-06-09T12:14:16","date_gmt":"2025-06-09T05:14:16","guid":{"rendered":"https:\/\/dps.media\/cach-thue-nhan-su-part-time-theo-gio-khi-moi-khoi-nghiep\/"},"modified":"2025-06-09T12:14:20","modified_gmt":"2025-06-09T05:14:20","slug":"how-to-hire-part-time-hourly-staff-when-starting-a-new-business","status":"publish","type":"post","link":"https:\/\/dps.media\/en\/how-to-hire-part-time-hourly-staff-when-starting-a-new-business\/","title":{"rendered":"How to Hire Part-Time Staff by the Hour When Starting a New Business"},"content":{"rendered":"

Hiring part-time hourly staff is a flexible, cost-saving, and performance-optimizing solution for startups in the early stage.<\/strong> Why is this important? Because 67% of Vietnamese startups face cash flow difficulties in their first year of operation, according to data from Venture Capital Insight.<\/p>

When resources are limited, you cannot build a \u201cperfect\u201d full-time team from the start.<\/strong> However, with part-time hourly staff, you can still access quality expertise at a much lower cost compared to traditional recruitment.<\/p>

As a partner alongside hundreds of SMEs in Vietnam,DPS.MEDIA<\/a> we have observed: Startups with a flexible human resources strategy \u2013 hiring the right person at the right time \u2013 often overcome difficult stages 30% faster than those that recruit based on intuition.<\/em><\/p>

Not only does hourly hiring save initial operational costs, it also allows startups to quickly experiment with multiple functions and roles, thereby clearly defining internal needs to plan a more stable staffing strategy during expansion.<\/p>

The key point: startups do not need a large team, but a suitable team \u2013 the right people, at the right time, and for the right goals.<\/strong> Hiring part-time by the hour is the \u201cbridge\u201d for you to reach that without burning through resources.
\"Clearly<\/p>

Understand the part-time hourly staffing needs during the startup phase<\/h2>

First, flexible and cost-optimized operational expenses<\/h3>

In the early startup phase, businesses often face budget constraints and unproven business model risks. Hiring part-time hourly staff helps reduce fixed financial pressure while increasing flexibility in adjusting resources according to each development stage. According to research from Harvard Business Review (2022)<\/strong>, startups with flexible staffing strategies from the start pivot 1.5 times faster than those with traditional full-time recruitment models.<\/p>

DPS.MEDIA recommends:<\/strong> \u201cInstead of trying to build a full-time team early, focus on efficiency per capita - hire individuals who bring the highest value during the most necessary hours.\u201d<\/p><\/blockquote>

Carefully select core skills to hire according to tasks<\/h3>

The key pattern is that you don't need to hire all common positions but should break down the work into specific core tasks. For example: if you run Facebook ads but don't know how to optimize image content, hiring a part-time freelancer for 4 hours per week can be much more effective than signing a long-term labor contract. This is especially useful in the context of the gig economy specializing in micro-skills. <\/p>

    \n
  • Digital Marketing:<\/strong> Ads performance specialist, content editor<\/li>\n
  • Technical:<\/strong> Part-time web developer, UI\/UX tester by sprint<\/li>\n
  • Operations:<\/strong> Virtual assistant, order processing, customer care<\/li>\n<\/ul>

    Case study: An F&B startup and hourly human resource strategy<\/h3>

    A client of DPS.MEDIA in the specialty coffee field in Ho Chi Minh City has implemented a model of a 3-person core full-time team combined with 6 hourly staff including freelance baristas, part-time digital ads staff, and social media collaborators. After 6 months: personnel costs reduced by 371 million VND, and the ability to run digital campaigns increased by 2,121 million VND. Below is a summary table illustrating the estimated personnel costs by hour:<\/p>\n\n\n\n\n\n\n
    Position<\/th>\nHours\/week<\/th>\nEstimated cost (VND)<\/th>\n<\/tr>\n<\/thead>\n
    Image design<\/td>\n6 hours<\/td>\n1.200.000<\/td>\n<\/tr>\n
    Facebook Ads Ops<\/td>\n8 hours<\/td>\n2.000.000<\/td>\n<\/tr>\n
    Part-time barista<\/td>\n20 hours<\/td>\n3.500.000<\/td>\n<\/tr>\n<\/tbody>\n<\/table>

    This approach not only helps businesses optimize budgets but also creates a flexible platform to scale personnel according to actual needs, thereby maintaining competitiveness in today's high-pressure environment.
    \"Accurately<\/p>

    Accurately identify the necessary skills and positions to optimize work performance<\/h2>

    Determine which core skills drive startup operations<\/h3>

    One of the common mistakes of startups when hiring part-time hourly personnel is spreading resources across too many minor tasks. According to research from Harvard Business Review (2020), successful early-stage businesses focus maximum effort on positions that bring direct transformational value \u2013 for example: product, marketing, and sales. From DPS.MEDIA's perspective, we always recommend businesses should to prioritize return on investment (ROI)<\/strong>especially when it comes to flexible human resources like part-time staff.<\/p>

    Below is a classification table of common roles, along with priority ratings when hiring hourly staff in the startup phase:<\/p>\n\n\n\n\n\n\n\n
    Position<\/th>\nEssential skills<\/th>\nPriority level<\/th>\n<\/tr>\n<\/thead>\n
    Digital content design<\/td>\nCanva, AI creative support, social media formats<\/td>\nHigh<\/strong><\/td>\n<\/tr>\n
    Running Facebook\/Google ads<\/td>\nPerformance-based marketing, media buying<\/td>\nHigh<\/strong><\/td>\n<\/tr>\n
    Administration \u2013 accounting<\/td>\nData aggregation skills, reporting, software usage<\/td>\nAverage<\/td>\n<\/tr>\n
    PR \u2013 journalism<\/td>\nWriting articles, networking with press, brand orientation<\/td>\nLow (early stage)<\/td>\n<\/tr>\n<\/tbody>\n<\/table>

    Choose the right people for the right jobs based on growth objectives<\/h3>

    Applying the \u201cLean Startup\u201d principle from Eric Ries, every hour of part-time hiring must contribute to a key business hypothesis. For example, if you are testing a new product idea, it is better to hire an hourly content marketer to create a landing page to test the market instead of hiring an in-house designer. <\/p>

    A recent case study from a startup client in the natural cosmetics industry in Ho Chi Minh City that DPS.MEDIA accompanied: Instead of hiring a fixed digital staff for the whole month, the client flexibly hired 3 hourly freelancers including a graphic designer, a copywriter, and a Facebook media buyer. Result: a 381 million VND increase in conversion rate within three weeks with personnel costs only one-fifth compared to the fixed model.<\/strong><\/p>

      \n
    • Tips for founders:<\/strong> Draw a Value Map to identify \u201cleverage\u201d points in the operational strategy.<\/li>\n
    • Always test work effectiveness through metrics, not emotions.<\/strong><\/li>\n
    • Don't hire out of shortage, hire out of necessity.<\/strong><\/li>\n<\/ul>

      \"Design<\/p>

      Design a flexible work model and appropriate compensation policies<\/h2>

      First, a hybrid model to optimize performance and costs<\/h3>

      For startups in Vietnam, especially SMEs, implementing a flexible working model is not only a global trend but also a strategic solution to reduce office costs<\/strong> and optimize personnel performance. According to research by Harvard Business Review, hybrid work models \u2013 combining onsite and remote \u2013 help increase personnel productivity by up to 13%<\/strong>. DPS.MEDIA has previously advised a startup in the natural cosmetics field to apply the 3-2 model: 3 days working from home, 2 days onsite. As a result, operating costs decreased by 271 million VND in the first quarter, and the working spirit of part-time staff was also significantly more positive.<\/p>

      Compensation policy is not just salary \u2013 design the experience<\/h3>

      In the context of limited financial resources when starting up, high salary is not always the deciding factor in retaining part-time personnel. Instead, invest in the \u201cemployee experience\u201d \u2013 a concept emphasized by Jacob Morgan in the book The Employee Experience Advantage<\/em>. Factors such as:<\/p>

        \n
      • Flexible working hours<\/strong>: help students or other groups work flexibly around study and work schedules.<\/li>\n
      • Free skills training<\/strong>: encourages long-term commitment.<\/li>\n
      • Short-term KPI-based bonuses<\/strong>: transparent and immediately stimulate performance even for part-timers.<\/li>\n<\/ul>

        Illustrate some creative policies suitable for part-time staff<\/h3>\n\n\n\n\n\n\n
        Policies<\/th>\nDescription<\/th>\nBenefits for Startups<\/th>\n<\/tr>\n<\/thead>\n
        Flexible 4-hour shifts<\/td>\nEmployees proactively register for work shifts.<\/td>\nOptimize resources according to peak hour demand.<\/td>\n<\/tr>\n
        Internal scholarships<\/td>\nPerformance bonuses like those at companies such as Canva, ChatGPT.<\/td>\nIncrease digital working skills, improve manual efficiency.<\/td>\n<\/tr>\n
        Monthly 1-on-1 mentorship.<\/td>\nTeam leader supports career orientation.<\/td>\nIncrease cohesion and maintain the team.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>

        From the experience of implementing solutions with more than 50 SMEs, DPS.MEDIA realizes that young part-time workers do not just need a \u201cjob\u201d, but they seek an ecosystem to develop and test their abilities. Wise entrepreneurship is knowing how to create such a space \u2013 not sophisticated but smart enough, to attract the right people at the right time.<\/p>

        \"Choose<\/p>

        Select effective recruitment channels to reach the right potential candidates<\/h2>

        First, a platform with a quality freelancer community<\/h3>

        When starting a business with a limited budget, hiring part-time staff on an hourly basis is optimal both in cost and professional efficiency. From DPS.MEDIA\u2019s perspective, we recommend founders focus on platforms with clear specialized communities such as:<\/p>

          \n
        • Vlance.vn<\/strong> \u2013 Suitable if you need marketing, content, design, or online sales management personnel.<\/li>\n
        • TopCV Freelance<\/strong> \u2013 Easy to find students in related fields or people who already have a few years of freelancing experience.<\/li>\n
        • Industry-specific Facebook Groups<\/strong> \u2013 Some reputable groups like \u201cFreelancer Viet\u201d or \u201cTuyen dung Marketing Online\u201d are closely monitored with high interaction levels, extremely effective if you know how to write attractive job descriptions.<\/li>\n<\/ul>

          Run recruitment ads like a mini marketing campaign<\/h3>

          The interesting thing is: the mindset of advertising for products can also be effectively applied to hiring people. DPS.MEDIA once supported an F&B startup in HCMC running a Facebook Ads campaign to recruit online sales collaborators - the result: with only 500,000 VND, they collected more than 130 applications within 5 days. We used a concise landing page, targeting economics students and part-time sales files.<\/p>\n\n\n\n\n\n\n
          Platform<\/th>\nKey highlights<\/th>\nEstimated costs<\/th>\n<\/tr>\n<\/thead>\n
          Facebook Ads<\/td>\nProactive approach, highly accurate targeting<\/td>\n200k-1 million VND<\/td>\n<\/tr>\n
          LinkedIn Job Post<\/td>\nProfessional, suitable for senior roles<\/td>\nFree with limits \/ Paid from $5\/day<\/td>\n<\/tr>\n
          Zalo Recruitment<\/td>\naccess local users, good response rate<\/td>\nFree\u200b or run ads from 300k<\/td>\n<\/tr>\n<\/tbody>\n<\/table>

          Optimize recruitment SEO to \u201cnaturally pull\u201d potential candidates<\/h3>

          Based on research from CareerBuilder Vietnam (2023), nearly 62% of part-time job seekers find work through Google search. Therefore, startups should leverage their own website or business blog to create recruitment landing pages with attractive, SEO-friendly titles. For example: \u201cRecruiting Banner Design Collaborator \u2013 Part-time Remote \u2013 Project-based Salary\u201d instead of a dry headline like \u201cRecruiting design staff\u201d. Combined with current \u201cfreelancer + field\u201d keyword sets, you can reach the right people without spending much on Media costs.
          \"Build<\/p>

          Build a short but thorough onboarding process<\/h2>

          Design a flexible onboarding experience by role<\/h3>

          A common mistake in startups is applying a general process to all part-time personnel \u2013 this makes onboarding ineffective and wastes both parties\u201c time. Instead, think from a user experience design perspective: you need a flexible \u201donboarding kit' for each function such as Customer Service, content, order operations... <\/p>

          For example, at DPS.MEDIA when setting up a team of writing collaborators for an F&B client, we divided the onboarding kit into 3 clear parts:<\/p>

          \u2013 Brand introduction & tone of voice<\/strong>: from banned keywords to guidelines describing dishes, all designed in a 1-page slide format.
          \n\u2013 Weekly work checklist<\/strong>: specific, easy to follow, with sample\u200b articles for reference.
          \n\u2013 20-minute direct call session<\/strong>: the manager only needs to guide once initially, subsequent times can use pre-recorded videos.<\/p>

          Optimize time while ensuring connection<\/h3>

          According to research from Harvard Business Review (2023), part-time personnel tend to be less committed if they do not feel the meaning of their role. Therefore, instead of cramming onboarding into one 2-hour session, startups should create micro-onboarding channels \u2013 distributing information across clear time milestones.<\/p>\n\n\n\n\n\n\n
          Stage<\/th>\nOnboarding activity<\/th>\nDuration<\/th>\n<\/tr>\n<\/thead>\n
          Day 1<\/td>\nSuper short brief + 3-minute video \u2064from the founder<\/td>\n15 minutes<\/td>\n<\/tr>\n
          Day 3<\/td>\nFirst task with 1:1 feedback<\/td>\n30 minutes<\/td>\n<\/tr>\n
          Week 2<\/td>\nJoin Slack group to \u2063update internal information<\/td>\n5 minutes<\/td>\n<\/tr>\n<\/tbody>\n<\/table>

          Combine automation and human touch<\/h3>

          Applying tools like Notion, Trello, or Airtable helps you create a self-running onboarding system, but do not ignore the \u201chuman\u201d factor \u2013 a greeting with a real voice from a co-founder, or a Zalo message with real emotions, will create a significant difference.<\/p>

          At DPS.MEDIA, we implement a quiz-style chatbot to both test writing skills and convey corporate culture. Part-time personnel respond in 5 minutes, but thanks to that, they better understand the \u201cessence\u201d that the brand wants to express \u2013 a combination of speed and depth<\/strong> just like the initial expectation.
          \"Apply<\/p>

          Apply digital tools to manage and evaluate work performance<\/h2>

          Effectively manage part-time staff with a digital tool ecosystem<\/h3>

          When \u200cyou are a newly established startup and\u200c start mobilizing hourly staff<\/strong>, using digital tools not only helps reduce operational burdens but also optimizes personnel costs. According to the 2023 report\u200d from Harvard Business Review<\/em>, nearly 58% companies under 3 years old in Asia have switched to remote management models using digital tools \u200bto maintain flexibility \u2064and control performance.<\/p>

          At DPS.MEDIA, we often advise SMEs to integrate platforms such as:<\/p>

            \n
          • Trello \/ Notion<\/strong>: Manage tasks \u200cand progress in real time through Kanban boards.<\/li>\n
          • Clockify<\/strong>:\u200d Track working hours and performance by each task.<\/li>\n
          • Google Workspace<\/strong>:\u2063 An effective collaborative ecosystem, from communication to document storage.<\/li>\n<\/ul>

            Synchronizing these tools will allow businesses to build a transparent management method, easily measuring KPIs even when personnel are not physically present in the office.<\/p>

            Measure performance through work metrics and behaviors<\/h3>

            From an internal survey of DPS.MEDIA on over 30 startup projects in 2022-2023, we found that combining quantitative indicators<\/strong> (such as hours worked, tasks completed) with behavioral data<\/strong> (proactiveness, timely feedback) is the key to truly evaluating the effectiveness of part-time freelancers.<\/p>\n\n\n\n\n\n\n
            Tool<\/th>\nUsage objectives<\/th>\nEvaluation indicators<\/th>\n<\/tr>\n<\/thead>\n
            ClickUp<\/td>\nDistribute tasks and track progress<\/td>\nOn-time task completion rate<\/td>\n<\/tr>\n
            Time Doctor<\/td>\nRecord real-time activity<\/td>\nEffective time\/work hours<\/td>\n<\/tr>\n
            Slack + Zapier<\/td>\nAutomate communication and alerts<\/td>\nNumber of interactions per week<\/td>\n<\/tr>\n<\/tbody>\n<\/table>

            Taking an example from an F&B startup project implemented by DPS.MEDIA in 2023: The coffee shop owner used a part-time content team to manage the fanpage and TikTok by the hour. Thanks to integrating Notion for content management + Timeular for work logs + WhatsApp API for progress reporting, the first month's marketing operation costs decreased by 37% compared to expected, while the engagement rate increased 2.4 times after 4 weeks.<\/p>

            Conclusion:<\/strong> With a limited budget, startups need not only to hire the right people but also to design a smart \u201cdigital work ecosystem\u201d to measure, optimize, and scale efficiency in the shortest time.<\/p>

            \"Maintain<\/p>

            Maintain connection and corporate culture with the part-time team<\/h2>

            Embed cultural values right from onboarding<\/h3>

            Even when the part-time team only works a few hours a day, conveying corporate culture still needs to be prioritized. According to a report by Deloitte (2023), employees who clearly understand the company's vision have 27% higher productivity. DPS.MEDIA often recommends startups design concise but profound onboarding processes, combining job instructions and brand stories. For example, one of our F&B clients used a brand storytelling video under 3 minutes as an indispensable part of a part-time employee's first day, creating empathy from the start.<\/p>

            Create connection rhythm through flexible activities<\/h3>

            When you cannot demand the regular presence of part-time personnel, choose a \u201cmicro but close-knit\u201d approach. SME teams can organize:<\/p>

              \n
            • regular virtual meetings of 15 minutes weekly<\/strong> with a tone of storytelling, work updates, and mental encouragement<\/li>\n
            • Internal newsletters on Zalo or email<\/strong> summarizing product changes, customer feedback<\/li>\n
            • Private group chat for \u201csuccess stories of the week\u201d<\/strong> to encourage a culture of recognition<\/li>\n<\/ul>

              We have observed that for businesses in the education and healthcare sectors - where part-time personnel account for up to 40% - maintaining small but frequent touchpoints helps increase engagement levels to 60% after just 2 months (according to internal statistics of DPS.MEDIA in 2024).<\/p>

              Illustration: factors that retain part-time staff<\/h3>\n\n\n\n\n\n\n
              Factors<\/th>\nImpact<\/th>\nPriority level (high - low)<\/th>\n<\/tr>\n<\/thead>\n
              Clear internal communication<\/td>\nIncrease contract renewal rate by 30%<\/td>\nHigh<\/td>\n<\/tr>\n
              Culture of direct feedback<\/td>\nImprove group work efficiency<\/td>\nAverage<\/td>\n<\/tr>\n
              Timely rewards<\/td>\nIncrease short-term work motivation<\/td>\nHigh<\/td>\n<\/tr>\n<\/tbody>\n<\/table>

              Proactivity in the strategy of connecting with part-time employees not only reflects leadership vision but is also a vital factor when starting up. At DPS.MEDIA, we always accompany you to make flexible models sustainable without \u201cwearing out\u201d the soul of the business. <\/p>

              Key takeaways<\/h2>

              Hiring part-time hourly staff not only helps startups save costs but also brings flexibility to optimize operations in the early stages. However, to be effective, you need clear processes from recruitment, training to performance management. As we have shared, a basic strategic approach will help you maximize this resource.<\/p>

              At DPS.MEDIA, we believe part-time staff is a suitable solution for SMEs in the startup and early growth phases. When the business and marketing strategy framework is flexible enough, you can easily integrate outsourced personnel while maintaining quality and consistency in brand development. This is also an opportunity to start forming an open corporate culture that welcomes diversity from different collaborators.<\/p>

              If you are planning recruitment but are not sure how to connect part-time personnel and effective marketing campaigns, this is the time to learn more about \u201cflexible marketing\u201d - a model that helps businesses easily coordinate multiple personnel and digital tools. Topics such as remote management, project-based marketing budget allocation, or building agile teams could be the next research direction for you.<\/p>

              Let us know your opinion: have you ever hired part-time hourly staff? What did you understand as results and what were the biggest difficulties? Please leave a comment below to discuss, or share if you think this article can help those who are starting a business like you! <\/p>\n