In our last post we uncovered the mystery of a good marketing plan. We learned that every product or service has a life cycle. The life cycle is made up of four stages: introduction, growth, maturity, and the declining stage. By knowing which stage of the life cycle your product is in you can make educated decisions on when or where to spend your marketing dollars. As your business grows, it’s likely that you’ll need to hire a team to help you continue to grow. A good hiring strategy will not only save you time, but it will also save you money.
The process of interviewing and hiring the perfect candidate is not an easy task. It takes a lot of time and energy to proceed with the interview process. That’s why it’s important to ensure that you have a good hiring strategy in place. The right person will bring positive attitudes and infectious hard work to your business. When you find out that someone is a good fit before you hire them, you’ll save yourself thousands of dollars in lost productivity and opportunity.
12 Elements of a Good Hiring Strategy
There are 12 elements to a good hiring strategy that Dave Ramsey writes about in Entreleadership. They are:
1. Pray—Ask God to send the person that should do the work that needs to get done.
2. Get Referrals—If you have a culture that we’ve been talking about in the last few posts, your best people will want their brightest friends to come work with them. Create a referral program to ensure that employees who refer great candidates are rewarded.
3. Pre-interview— Your first interview should be a 30 minute call to get to know the candidate. Spend 20 minutes listening and 10 minutes talking. Listen more than you talk, and keep the pre-interview to exactly 30 minutes. You can follow up later in another interview.
4. Review the Resume and Call References—Review the candidate’s resume for formal training that’s applicable to the position that you’re hiring for. The resume is a great place to begin a conversation. Check references to be sure the candidates truly are who they say they are.
5. Use the DiSC Test—The discs personality test will assess relational intelligence, which is the ability to work well with others to achieve shared goals. The D stands for dominance. A dominant person will get work done, and is quick to act and make decisions. The I stands for influencer. Influencers are fun and outgoing, and are often concerned about their team members. The S stands for steady. Steady people are loyal, stable, love people, and are concerned about how everyone feels. They are great as team players, understanding, and will be with you until the end. The C stands for compliant. Compliant employees are very analytical and factual. They may seem rigid, but they have a high level of competency. Your organization needs some of every personality in order to be successful.
6. Like the Candidate—If you’re going to be working everyday with the candidate, you need to like them. Don’t force yourself to work with people you don’t have anything in common with.
7. Look For Light—When you start talking about the position keep your eyes on the candidates. As the candidates start to talk, notice if their eyes light up. Does the mere thought of getting to do the work fire them up? If not, it’s likely that all they want is a paycheck, and you won’t be able to keep them happy.
8. Review Personal Mission Statement and Budget—Candidates should have a statement that shows how the position that they are accepting is part of their dream. They should also be able to pay their bills on the wage that they are making. Someone who can’t pay their bills will be constantly worried about them and consequently will be very stressed out. They will be a drain on your business.
9. Review Compensation—As you progress in your interviews you’ll go deeper into compensation and benefits. Candidates who start the interview process discussing money are looking for a job. Not an opportunity to do work that matters. You want the candidate who cares about the work.
10. Write Down Key Results—Write down what winning looks like in the open position before you post it. It should clearly communicate what the position entails.
11. Interview the Candidate’s Spouse—Invite the candidate and the candidate’s spouse to dinner. During the dinner you can solicit the spouse’s input on whether or not they think their spouse is a good fit for the position. You can also assess whether or not the spouse is completely nuts. If that’s the case, you should probably stay away from the candidate.
12. Implement a Probation Period—Ensure that you have a probation period where both the candidate and your company has time to observe and ensure a true fit. At this point you have little obligation to any candidate, and they have little obligation to you. After ninety days, the candidate is truly a team member and you should take working with them very seriously.
Implementing a good hiring strategy will ensure you get the best candidate for your open position. How many people are you hiring this year?