Hiring Tools: In General
As I grow my business and continue to strategize with organizations on improving their 'people effeciency' (another word for how much can one person do and how little can they cost the company),
I look to trends, innovations and sometimes even old traditional methods that meet the business need.
Today I see examples of business owners in frustration over finding the right person. Be it sales, leaders, administrative, and even business partners.
Entrepreneurs looking to find their VA (Virtual Assistant) to help them grow their buisness and get frustrated at the level of work ethic and ability they onboarded, only to fire and move on and keep using up more time, money and resources in finding the 'right' fit. Never getting clear for themselves and answering the questions of:
This isn't just a pain for new and small buisiness owners, this is a massive expense and time consumer for large organizations.
Once upon a time a human resources department was constructed to include resourcing, hiring and training of new employees. Today, HR spends so much of their resources keeping up with government and internal political policies, it means employees are missing out on quality professional development which can then have businesses experiencing high turnover as no one is feeling any sense of loyalty or commitment.
From The Begining...where Relationship is key!
No joke! I look at hiring like I look at finding the perfect soul mate! Why wouldn't I?
The criteria is as important!
Connection - Communication - Success - Shared Vision - Loyalty - Committment
I could go on and on. Can you see the resemblance?
Would you like these values in a partner?
So why do we not play this hiring game smarter?
Why are we not investing in this whole heartedly, whole humanly?
Why are we not calling it what it is....
....looking for our perfect mate!?
OK, perhaps not 'perfect' then definately 'potential' mate.
Theerfore, the beginings of a relationship are crucial.
We have all experienced just how quickly we can fall in and out of love, or how the first meeting (date) can go sour quickly.
We've all heard these sayings :
There are tools that exist like, match making sites for couples that try to break down the immediate complexities of picking their next date/partner, and their are head hunters doing the same for huge organizations looking for key positions to fill.
At the end of the day...everyone is left with one skill they need to be able to master....
I hear ya! That big 'ugh' or 'sigh'....or maybe it all happens internally for you.
Good news is, you've come across a tool that can help you! You just need to want to be helped and then take the necessary action to get it! Simple!
Simple Steps To Successful Hiring
STEP #1 - CLARITY OF THE POSITION NEEDING TO BE FILLED
Outline your job description in detail. Keep it legible, understandable. Keep words to a reading level of the position you are hiring for.
Give clear instructions as to how you want submissions to happen. Don't leave this up to someone to guess. You have an expectation or a process, so give it to them. Help them to help make your job easier.
Get feedback from someone in that actual department if possible.
Co creating these details is best!
STEP #2 - DESIGN YOUR EMPLOYEE
Create an avatar for your desired human in the position that needs to be filled.
Know what they must possess in order to improve the business, department. Know what the organization can not tolerate in this position and also put a few wish list items on there as qualities you'd really think would add value to the department or busisness as a whole.
It's helpful for others to help you when you can be clear on what you're asking for in a person. People can identify with attributes, characteristics and value and qualities. Use these to design your ideal candidate.
I've had organizations put up "Missing People" signs in the staffroom and in the departments where the desired position is needed to be filled. A description of the person that needs to fill that empty desk with their list of values, skills, qualities included. When staff are able to have a clear identity of the person being sought after it makes it that much easier for them to help identify a potential candidate and internal referrals increase allowing for quality interviews to happen.
NOTE: I understand there are times when the hiring process is kept under much internal scrutiny not allowing staff members to participate in finding that ideal candidate.
STEP#3 - USE A TOOL THAT HELPS YOU WITH METRICS
"You can't manage what you don't measure"
A crucial quote and fundamental in business.
Sadly I see this too often in the onboarding/hiring process.
Get a hiring tool that you can use to help you identify ideal candidates, create strategic and relevant interview questions and pick a tool that can also be used for future training, development and annual reviews. This is effecient, time saving and money saving!
LUMINA is an example of a high quality product that offers Sales, Leader, Team and Spark (a General position assessment) that have proven to be a huge success in the workplace for onboarding and long term development.
STEP #4 - ONCE THE DECISION IS MADE
When you have identified your ideal next employee, be sure to set up a coaching call to review the assessment used in the hiring process.
NOTE: This is NOT the call that tells them what documents need to be signed or details of position start date, location, etc. This is specific communication of acknowledgment, feedback and future vision.
This is a crucial part of the onboarding process that sets a foundation of success for the employee and the company in the moment and for the future.
The relationship building skill of building rapport happens here. When a new employee can understand their worth and have a clear understanding of what the organization sees and expects in them, they are better able to set themselves up for success. Be empowered to ask relevant and poweful development questions. Participate fully.
Thereby helping the organization succeed.
Sounds simple, but who's doing it?
Have you had a coaching call after you've been hired?
The fundamentals of our human needs are:
Create an easy onboarding process with an all in one tool.
Create the process to build an improved hiring practice, training practice and professional development and review process.
I wish you much success and look forward to assisting you soon!
As always, I'd love to hear your experiences, feedback and answer any questions you may have about your hiring process or how LUMINA can make your onboarding easier.
Connect with me: email@example.com
A Certified Team Performance Coach & Facilitator with a specialization in all things Relationship, ~ "I Iove all things related to business strategy, growth and innovation through the power of people in relationship!"