Steps to Take Before Your Next Hire

  • by ad_admin
  • Nov 25, 2021
  • Blog

“I guess I’m just a rotten judge of character,” he sighed as his shoulders slumped, clearly defeated.

Our new client had made three new sales hires in six months, each more ruinous than the last. He was at his wit’s end and seriously considering scaling back the business just so he wouldn’t go through another disastrous hire.

Going through the process of hiring potential employees is the real work of owning a business. It’s also the work we’re least prepared to do. We’re all very good at doing the work because that’s what we’ve been taught since kindergarten – how to ‘do the work’. What we’re not explicitly taught is, how to ‘lead the work’.

‘Leading the work’ as the business owner means you bring a diverse group of people together to effectively and profitably perform the necessary operational roles in the business. It’s only when you have an effective team who work together for the benefit of the business, that you as the owner achieve the freedom you desire.

It Starts at the Beginning

The biggest mistake most business owners make is not that they hire the ‘wrong’ people. The biggest mistake is that they hire before they really know what they’re looking for.

“Not me,” you’re thinking.

Yes, you.

Let’s go back to our new client and his three disastrous sales hires. Did he know what he was looking for? Well, he thought he did. He wanted a ‘sales’ person.

Except he didn’t.

Not really.

He wanted a salesperson who was great at the front end – hunting opportunities, following up leads, and leveraging their networks – AND would process the orders from start to finish, check all the paperwork, manage the onboarding process and nurture them through their client lifecycle with meticulous notes.

His first hire was great at the front end… and lousy at the back end. His second hire was meticulous with the details… but wouldn’t seek out new opportunities. His third was just lacklustre across the board – neither a gun with sales, nor meticulous with details, but hired because he seemed like a ‘bit of an all-rounder’.

Before we let our new client re-run his job ad, we sat down and worked through the process that we’re about to share with you. If you want to have the best chance at employing the ‘right’ people for your business, we suggest taking a ‘bums on goal post’ approach to recruitment.

Bums on Goal Post Recruitment Method

Answer the following questions in this order:

  1. Why do I need this role?
  2. What do I need the person doing the role to do?
  3. What skills, experience and personal qualities do I need the person to have?
  4. When do I need this person?
  5. How do I find this person?
  6. What’s the best approach to selecting this person?
  7. What do I do once I’ve selected them?

Question 1: Why do I need this role?

This question is the one 99% of business owners miss in the recruitment process. It’s also the most important. The focus of this question is the results that you will see. The clearer you know why the position is needed, the more likely it is you will find the ‘right’ person to do the right job and the right time. When you answer this question, you understand exactly what outcomes the right person will give you. This means both you and the person you recruit will know how their performance is measured.

Why did our new client need the role? He needed it to take the administrative load off his top salesperson, so they had more time to do the work they were already exceptional at.

Question 2: What do I need the person to do?

Once you’ve determined the outcomes you’re looking for, it’s much easier to determine exactly what the new hire needs to do.  What are all the tasks?  How often do they need to be done?  All co-related tasks can be grouped together as an accountability. 

With the client, we listed out all the tasks the new hire would have to do to achieve the outcome of freeing up his salesperson.

Questions 3: What skills, experience and personal attributes are needed?

When the tasks and accountabilities are established you can then identify what skills and knowledge are required to perform them.  How much and what sort of experience does the new hire need to have had?  What personal qualities are you looking for? We define skills and knowledge as the things that you can learn. Personal qualities are things that a person either has or doesn’t have.  For example, not everyone has attention to detail or can think strategically. From our experience, we’d hire someone who is the best fit for our business over the person who has the highest skill and experience level.

With questions one to three now answered, we documented these points with the client into a position description. Surprisingly to him, he learned he wasn’t looking for another salesperson but a great administrative professional.

Question 4: When do I need this person?

One of the biggest mistakes that business owners make is to rush into recruiting someone.  Usually, as a result of the job being done poorly or not at the all, the requirement to fill the position becomes urgent.  Thus, the temptation is to take the first person that comes along.

Brian Tracey says, “be slow to hire, quick to fire”.  The best time to recruit someone is to follow all the steps contained in this blog and then wait until you can be most confident that the person you recruit is the best fit for the role and your business.

With the position now clear in our client’s mind, the temptation was to hire the first person who ‘pretty much’ fit the description. Fortunately, the pain of the previous hires was still fresh enough to deter the client from jumping at the first likely prospect. With a little bit of patience and some persistent searching, our client was rewarded with a great hire who had most of the technical expertise required and exceptional personal qualities.

Question 5: How do I find this person?

As with all marketing, you need to ask the question, where does this person hang out? Will you find them on social media, recruitment sites, reading the newspaper or registered with a recruitment agency?  Different positions require different mediums to source your best potential employee.

Question 6: What’s the best approach to selecting the right person?

The other BIG mistake business owners make in the recruitment and selection process is to only conduct an interview.  Studies have identified that interviewing alone only gives you a 10% chance of finding the right person.  It is imperative that your selection process contains a wide range of activities including but not limited to personality/behavioural profiling, doing a work sample (getting them to do something that the role does), reference checks, and meeting the team. 

If you do everything we’ve outlined, you’ll have an 86% chance of finding the right person. It’s not perfect, but it sure beats the Russian roulette approach most owners use.

Question 7: What do I do once I’ve selected them

Apart from providing the successful applicant with the necessary employment engagement documentation, such as a letter of offer, confidentiality agreements or a copy of their position description, it is imperative that you develop an onboarding process to ensure when your new hire starts they are inducted into their role and your business. 

Communicate to them from the get-go your vision for your business and how their role fits into that.  Do a mid-term minimum employment review and then before their minimum employment period is up, ensure you do a comprehensive review. 

At the end of the day, your leadership will be the make or break of your relationships with your employees and the success of your business.

At Kaibizzen, we can help you ‘lead the work’ and have your people effectively and profitably perform the necessary roles of your business. Contact us – we’d love to help you get the business and life you deserve.

02 Oct

Panel Discussion

Tuesday, 6:30pm Quest Cannon Hill

What does it take to actually remove yourself from the day-to-day grind of business? Learn from our panel of Business Owners who've Been There, Done That.