As summer wraps up and we gear up for the busy fall season, I’ve been reflecting on one of the most crucial aspects of running a business—hiring the right people. It’s one of those things that can make or break your company culture, productivity, and overall success.
Over the years, we’ve had our fair share of hits and misses when it comes to bringing new talent on board. So, this month, I want to share what’s worked for us (and what hasn’t) in the hopes that it helps you build the dream team you deserve.
What Works:
- Nail the Job Description The first step to hiring success is creating a crystal-clear job description. This isn’t just a list of tasks; it’s a roadmap for success. Outline exactly what this person will do, how they’ll be evaluated, and the key attributes they need to thrive in the role. When you’re this specific, you attract candidates who know what they’re signing up for and are excited about it
- Invest in an Applicant Tracking System I know, I know—an ATS might sound like overkill if you’re just hiring one person. But trust me, it’s worth it. An ATS helps you keep everything organized, from resumes to interview notes, and makes it easier to spot the gems among the applicants. You’ll thank me when you’re not drowning in a sea of spreadsheets
- Use Job Assessments Before the Interview One of our secret weapons is requiring candidates to complete assessments before we even speak to them. Tools like Criteria Corp help us measure cognitive abilities, typing speed, and even what the candidate values in a job. It’s an excellent way to narrow down your options and focus only on those who really fit the bill
- Cast a Wide Net Don’t limit yourself to local candidates. Posting your job nationwide—or even worldwide—opens up a whole new world of possibilities. You never know where your next rockstar employee might be hiding
- Structured Interviews and Clear Expectations When it’s time for the interview, stick to a script and use a scoring system to keep things objective. Once you’ve made the hire, set them up for success with a detailed offer letter and clear expectations for their first three months. Think of this period as an extended onboarding where you hold their hand and show them exactly how to win in their new role.
If you follow these steps, you’re bound to find someone who’s not just good but perfect for the job. Remember, it’s better to wait for the right person than to settle for the wrong one.
What Hasn’t Worked:
- Hiring Based on Personality Alone Getting along with someone in an interview is great, but it shouldn’t be the sole reason you hire them. We’ve learned the hard way that chemistry doesn’t always translate into competence
- Winging the Hiring Process Not having a clear hiring process is a recipe for disaster. Trust me, a structured approach will save you time, money, and headaches down the line
- Neglecting New Hires After Week One Thinking that your job is done after the first week of training is a big mistake. New hires need ongoing support and guidance. Otherwise, they might flounder, and you’ll be back to square one.
So, there you have it—our hits and misses in the hiring game. If there’s one thing I’ve learned, it’s that hiring the right people isn’t just about finding someone who can do the job. It’s about finding someone who can thrive in your environment and contribute to your company’s long-term success. And trust me, every single time I went off script and just hired someone without following my own steps, I have regretted it.
Until next time, happy hiring!
Cheers,
P.S. Got any hiring tips of your own? I’d love to hear them! Drop me a reply and let’s chat.
