We all know that going through the process of hiring your staff members can be expensive, time-consuming, destructive, awkward and growth-slowing process. Here’s some ideas on what you can do to hire the right person.

FIRE QUICKLY

Now, human nature means that we usually put off doing those uncomfortable things, but you gotta consider the effect that that person’s attitude is having on the rest of the team. On the other hand, I’m not suggesting for a moment that you act impulsively. Use a 3 or 6 month probationary period very carefully to watch and asses how well those new team members live up to both performance skills that you’re expecting and how well they work together with other team members.

PLAN AHEAD

In an ideal world, you would have a fantastic team where no one ever leaves. But having a team member leave is not the only times you will hire somebody. If planning your staffing means that you need someone 12 months ahead, you may wanna actually rush in now, get the preparation around the position description.

RESOURCES MENTIONED

CEO on Demand website – www.ceo-ondemand.com.au

More Profit Less Time website – www.moreprofitlesstime.com

THANKS FOR LISTENING!

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TRANSCRIPT: PODCAST EPISODE 40

Title:Hiring the Right People

Date Published: January 20, 2015

Running Time: 02:39 minutes

Hi this is John Millar, I’m the Naked Business Coach, stripping business back to the bare basics. Today, I wanna talk to you in our byte size piece about 5 secrets to actually hiring the right person. I’ll just make it even simpler for you because unfortunately not every person you hire turns to be the shining light that you expected.  You know, going through the process of hiring your staff members can be expensive, time-consuming, destructive, awkward and growth slowing process.

So here’s some ideas on what you can do to hire the right person every single time. Well, almost every time.

Fire quickly. Now, this may seem strange to start off with on what seems to be an ending, but there are times when you just shouldn’t delay the inevitable. Just because there are more legal ramifications to be aware of, it doesn’t mean you have to keep people who are not just a good fit.

Now, human nature means that we usually put off doing those uncomfortable things. But you gotta consider the effect that that person’s attitude is having on the rest of the team. On the other hand, I’m not suggesting for a moment that you act impulsively. Use a 3 or 6 month probationary period very carefully to watch and asses how well those new team members live up to both performance skills that you’re expecting and how well they work together with other team members.

Plan your staffing needs well ahead. In an ideal world, you would have a fantastic team where no one ever leaves. But having a team member leave is not the only times you will hire somebody. If planning your staffing means that you need someone 12 months ahead, you may wanna actually rush in now, get the preparation around the position description: what their KPI’s and budgets are; who they report to; what are the things they’re going to need in tools, training, induction, coaching guidance and assistance in management. What are some of the things that you want from that person? Have a think about it.

There’s an awful lot that you needs to go into it to make sure you hire the right person. This has been John Millar, I’m the naked business coach, bringing you this little byte size piece of information stripping business back to the bare basics. And starting with the harsh reality on what you need to do quickly. Comes down to very simply: Hire slowly, fire quickly and make it sure and get it right first time. Thanks.

John Millar

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