Don’t Make These Hiring Mistakes! Save Yourself the Time and Money!!

LEARN FROM MY MISTAKES!

How much money and time do you think you’ve wasted on hiring the wrong people?? Yeah, me too. So many business owners lose thousands and thousands of dollars and hours hiring the wrong people, training and then releasing them. Let me help you with 21 year’s experience, and a few of my own mistakes, using this comprehensive hiring process and don’t make these hiring mistakes!

Hire carefully, and don’t get frustrated with your staff!

USE THIS COMPREHENSIVE HIRING PROCESS

Here is the comprehensive hiring process I suggest you use! *I give way more insights and advice in the video at the bottom!

*During this process, remember to get to know the candidate; do not look for the right answers.*

Ask the current team to reach out to their networks, and use social media, email, texts, etc. to reach out and contact people who could be possible candidates or know possible candidates. *Often times people in your network will know the best possible candidates! *This is so true, try your network first!!

*Optional if not getting enough resumes – have current staff do a short video telling the online world how great it is to work here, what the benefits are, and to apply with a resume to a specific email. Share on all social media.

Review resumes for the specific role (i.e. typing skills may not be required) to make sure relevant experience and qualifications are present.

CALL people with the required education, skills, experience, and certification via phone.

SIX QUESTIONS TO ASK

Ask six questions; there is no point in continuing through your process if their answers don’t line up with your needs!

Are you planning to live here long-term? What’s keeping you here?

What is your outlook on life? Life is…..? (Alt Q: if you could only teach your kids one thing, what would it be?)

What date could you start if hired?

What is your expected wage?

Why should we hire you?

What hours are you available to work if hired?

Go through culture statements and ask how they relate to them.

Rate the candidate on: a. professionalism, b. kindness, c. positivity, d. culture statements.

THE INTERVIEW PROCESS

Schedule interviews with the people who seem like a good cultural fit (with your culture statements), who are  professional and positive on the phone,  and if their answers meet your needs. When you’re describing the job description and Key Performance Indicators (KPIs) for the candidate, make sure you explain the best AND the worst parts of the job. Make sure you only spend 10% of the time talking; you want to ask questions and really get to know the candidate.

*As the interviewer, try to talk 10% of the time, and have them talk 90%. The more they talk the better you get to know them.

*Hire the right person for the ROLE, not just because you like them. MUST FIT CULTURE STATEMENTS.

Working Interview: Have them complete a task relevant to the job (LEARNING, typing, research, driving, whatever it is they will be doing). Make a decision regarding their ability to do or learn the job, as well as how well they fit culture-statement-wise, as well as WHO THEY ARE.

Bring the candidate in to meet the team, and have them ask any questions they would like to ask. Get their feedback and incorporate it into your decision regarding hiring. Do it in an informal setting such as a team lunch, if possible. Your team’s buy in is SO important to the success of this new hire and retention! Get them to say “Yes!” Have team give approval (people support what they help to create!). Task them with making the new person successful!

Ask them about giving feedback. GIVE THEM some FEEDBACK. *Notice their reaction and look for WHO THEY ARE.

REVIEW THEIR RESPONSES

Review all online information you can find on the candidate to ensure cultural fit. *It is important not to NOT hire for any discriminatory reason: i.e. race, religion, age, gender, etc.

Call several references: ask if they would re-hire the person, and why or why not (for this role). Ask about strengths and weaknesses. Push for honest answers, explain that it’s really important for both you and the candidate to be the right fit. Ask about the number of days missed per year (do not say “sick days”). Require they give you a reference from their last job.

Spouse meal with manager/owner and spouse (get to know their real personality by seeing them with their spouse, and the wait staff).

Raise and address any concerns you have about the hire, openly and honestly, and really listen to their answer. *Get to know who they are!

Offer letter: be very clear about pay, schedule, policies & procedures. Set a 30 day review date in the calendar, and be very clear about what needs to be achieved by then. Assign very clear job description & KPI’s (sign this together), that include 30, 60, and 90 day goals for their first three months.

For even more great advice and my personal tips on each of these steps (as well as some embarrassing mistakes I’ve made in the past 21 years), please watch this video on using my comprehensive hiring process.

Remember, Business Can be Better™ and it SHOULD BE!!

Business can be better™ and it should be!

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Kelli-Rae Tamaki

Kelli-Rae is truly passionate about successful business, and believes it can always be better, which is why she has spent 20 years studying, running, coaching and consulting with businesses, just like yours.