Finding the Right Person for the Job
For this session I'm joined by the lovely Shannon Paris who is a part of team CoCOMMERCIAL. She's one of my team members but, she's also a friend of mine for a long time. We have a long history together and we're going to be sharing more of that in just a little bit but I just wanted to let you know why she is up here before we dive into the rest of this session. She's going to be helping me with this conversation which is specifically about, how do you actually figure out who you're going to hire? What is the interview process going to look like? What's the application process going to look like? How do you choose the right candidate? How do you get comfortable with the fact that you might not have chosen the right candidate? [Laughs] We've got stories for these things and we're going to share them. We're going to hopefully share a whole bunch of those stories. Hopefully we can get some stories from you guys as well and of course your questions and just really have a discussion about ...
finding the best people we can find to help us make our mission and our vision a reality. So as we get into that discussion I want you to be thinking about who is this next or first person that you're going to hire. In the last session when we got started you all let me know who you were going to hire. Maybe you all out there let me know who you're going to hire as well. I want you to have that person in mind now. Maybe all you know about them is that it is an opportunity, a job, and not the individual specific person and so maybe what you're really envisioning is a hole, an empty space that is now your job to fill but I want you to have that role, that opportunity, that job in mind as we have this conversation. Don't just let this be theoretical or conceptional, really bring it down to the level of how can I use this to help me fill that job? Makes sense? All right, so as a reminder again, this class is not about me lecturing to you and telling you the right way to do things because it's taken me a lot of time and a lot of heartache and a lot of not money made to figure these things out so this conversation is as much about you all and what you bring to the table as it is about what I can bring to the table. So we're calling this a retreat, a campfire chat and really I hope this whole session is a discussion and just a way for us all to kind of share from our collective intelligence and not just mines or not just Shannon's as well. So as I said we are talking about finding the right person for the job so let's start off by actually talking about where do you actually find candidates? How do you actually... Or where do you go to actually get people to apply for your job? This is a question that I get asked a lot and for me the answer has always been looking in my network. I have an amazing track record of knowing the people, actually knowing the people or at least being connected to them in one way or another that are the right people for my jobs so that's always my first answer. Look to your network, look to your community, look to your audience, your social media networks, the people that are connected to you there. There's a really good chance they've already bought in on your mission and your vision and they would love to help you out. Certainly how I found Shannon and how I found literally everyone else on my team, all of them. We were connected in some way before I hired them. Shannon where do you like to find candidates for jobs?
Well I do agree with the network thing. I feel like even if it's word of mouth through just saying who do you know is artistic, if it's an artistic-oriented job. I mean just ask my friends if they know anybody or my colleagues if they know somebody. Then there are times where you do have to advertise. I know you posted it on Facebook for this job which was great and depending on who you want, the caliber of the person I think you need to think about that in how professional they need to be. So you might want to look at professional networks like LinkedIn versus advertising in the one ad. So think about where you're going to find your people as far as when you start to advertise out. Yeah, absolutely. Where have you guys found help for your businesses in the past? Maybe not employees but maybe contractors, where did you find them?
Word of mouth.
Word of mouth. So someone else was using them.
Yeah, excellent. Kelly?
Networking groups. Networking groups, excellent.
I'll look for a bunch of content type stuff so I'll go to sites that take contributors and I'll like read their bios and follow them from there.
Oh perfect! That's excellent! Yeah and so really I think there's this misconception that there's like a formula for going out and finding the right candidates when often it's actually a really personal kind of human touch process which is very similar to how I talk about marketing too, right. We assume marketing in the digital age means broadcasting to as many people as possible and that's how you get as many sales as possible but that's not generally the case. That a human touch, that word of mouth, a good referral just doing some good old fashion research is often the best way to get sales just as it's often the best way to get a job candidate as well. The other thing I'm really big on is ABC, not always be closing but always be checking out the talent. Forget the OTT it's ABC, always be checking out the talent. I've always got my eye on my community, my professional network, my friends to see rather I might have... Rather they might have the goods to help me take my business into new places. So that was when Shannon let me know that she'd been laid off from the job that she was at for 10 years. I was like this is me checking out the talent. I didn't know. (laughs) And really just exploring rather the role that we had and the responsibilities that we needed to hire for were going to be a really good fit for her. So that's another thing that I wanted to just make sure that you guys are doing. It's just always keep your eye out for someone who can add value to your business. You may not even be looking to hire but if you spot the right person who can create value for you to be making that mission and vision a reality. To help you hit that next goal, you want to have conversations with them. It doesn't have to be a hiring interview. It doesn't have to be a very formulated process where you do this thing, this thing, and this thing but you can at least start to explore it and then make sure you do your due diligence and make sure it's a good fit which is a lot how Shannon came on board with me as I said. I knew she needed work. I knew she was a great skill-set, attitude set, experience set for the job even if she'd never done that kind of job before. We had... How many conversations did we have before we kind of started the interview process? We had two, maybe two or three, but over a cup of Joe.
Yeah, just friendship kind of catching up things and just saying, Hey here's what I'm up to and here's why I think this might be something and then we started to have more formal conversations. I brought Rosy into the conversation and really started to lay out okay here's what I see the job evolving into. Here's kind of a more formal job description. Which honestly, I was going to say it earlier, it was like if you were going to ask me what my favorite interview was in a way it was because it was least traditional process because we actually kind of got to talk with no worries with no like pressure on it nothing at stake.
Right, complete detachment. Yeah totally no, like sure let's never say never. Let's put it on the table is it possible and we could even talk like clearly about end games. Yeah. I think like what could this be without promises but this is what I need in the long term. What do you need in the long-term? And we could kind of see so I would say what could we unwind from that you can incorporate into a regular interview process. Yeah, exactly and also I hope that maybe one of the outcomes of this class is that you realize that you're open to hiring and that maybe you're much more open to hiring then you thought and so you're willing to have those kind of detached low-stakes conversations with people so that maybe you're not just filling a position when it needs to be filled but you're actually starting to look out longer and longer term and developing the talent pool that you have at your disposal as a job creator, as a small business owner so that you don't ever feel that you're in a hiring crunch. You know that when you have a job opening you know who the people are that you're going to go to with that opening.
Are you too damn busy? Your business can’t run—let alone grow—without all the hard work you put into it on a daily basis.
What’s worse, you don’t have the time to hire anyone, you’re not making the money you need to hire anyone, and you don’t see how anyone else could do the work you do.
If you keep at it this way it’s just a matter of time before you burn out. You will end up closing up shop, not because the business wasn’t working but simply because it wore you down. You had something and couldn’t make it last because you just couldn’t do it all.
There is also the problem that if you hire the wrong people you will be wasting time and money on a series of hires that don’t alleviate your stress.
Set up your business to be the best place to work—even for yourself.
Finally, retire from being “too busy” and once and for all streamline your operations and systematize your workflow.
By the end of this class, you will be able to:
- Describe your company culture and why it makes for a great place to work
- Streamline your business operations, focusing only on what really counts
- Systematize your workflow so that you never have to reinvent the wheel
- Create a plan for fulfilling the roles every business needs to succeed
- Identify who you want to hire and when
- Craft a job description that brings in the right folks