5 Steps to Hiring the Right People for Your Business .pdf
Original filename: 5 Steps to Hiring the Right People for Your Business.pdf
This PDF 1.5 document has been generated by Microsoft® PowerPoint® 2016 / www.ilovepdf.com, and has been sent on pdf-archive.com on 31/07/2018 at 22:21, from IP address 92.98.x.x.
The current document download page has been viewed 140 times.
File size: 546 KB (7 pages).
Privacy: public file
Download original PDF file
5 Steps to Hiring the Right
People for Your Business
1. Write out what this person will do,
and what type of person would excel
in the role.
• That's how big companes do it. If the new hire
will be answering the phone, or selling on one,
would you ideally want someone who sounds
like a lifetime smoker or fresh, positive and
energetic? If you hate micro-managing, do you
need someone who is resourceful and who
takes initiative, in addition to performing
specific tasks? When you think about the skills
you need and the personality you want, you're
already more likely to find the right person.
2. Write an incredibly comprehensive
• Put your whole wish list in the ad. The skills,
education, personality traits, all of it. Rather
than scaring the right people away or giving
cues for a false interview, you'll be far more
likely to attract someone who reads your ad
and says, "That's me! That's me! I'd love to
work for a company that appreciates who I
am!" You can weed out any fakers in a phone
3. Put a "catch" in your ad.
• One of the best pieces of hiring advice I ever heard
came from a book I represented for my client Alan
Blume. He said that at the end of every Help Wanted
ad, there should be three pieces of precise instructions
to apply for the job. One of them is a catch. Assuming
the ability to follow directions is critical to the role, one
of the instructions should be, "Reply to this ad but
change the subject line of the email to...(whatever)."
Those who don't change the subject line can be
immediately deleted because either they didn't care
enough to read the whole ad or they are not attentive
enough to directions.
4. Interview intelligently.
• A first interview is not an occasion to sell
someone on how wonderful it would be to
work for your company. It's the chance to find
out if there is a legitimate fit. Develop, ask and
listen to the answers to questions directly
related to the personality traits you're looking
for. The alleged skills are already on the
resume. You can verify those when you check
the references, and you should always check
5. Interview more than one person ...
and interview potential hires at least
• We all have a natural tendency to like whomever we like
and dislike others. Obviously, the smaller the company, the
more important it is that you like the people you'll be
spending 40 hours a week with, but don't hire anyone
without at least two interviews. The first one can be a short
phone interview, ideally followed by two in-person face-toface meetings. Important: NEVER hire anyone if they are
only qualified candidate for the job. Keep your pole in the
water long enough to get at least two equally qualified
people. This will save you from rushing the process or
making a scarcity-crisis based decision. It's worth the wait.
You will be investing their salary for weeks -- perhaps
months -- during the training period.