Today, we're going to talk about one of the most important aspects of business ownership: hiring. Hiring is really important for a company. It will help your business grow and also save you time in the long run. In this video, I will show you how a values-driven hiring process can make your company more successful. And next, I'll tell you how to create one that fits your company's needs!

 

 

Transcript

Today, we're gonna talk about one of the most important things of business ownership. What is that thing? It's hiring. Hiring is not just really important for a company, it's crucial. It will help your business grow and also save you time, especially when you start hiring correctly. Replacing somebody once you made a bad hire is tremendously time-consuming. Keeping a bad hire in place is tremendously time-consuming. You don't wanna do this. In this video, I'm gonna show you how a values-driven hiring process can make your company more successful. And next, I'll tell you how to create one that fits your company's needs.

We know you wanna have the right person in the right seat in your company. That's why it's so important to have a values-driven hiring process. A values-driven hiring process will help you identify the type of people that are right for your company, and ensure that there'll be able to thrive in those types of environments. One way you can do this is by creating a list of what you value most at your company.

The problem is most people hire for skills they need and not the values they hold dear. With values-driven hiring, you can hire for both the skills and how those values align with your company's values or how those people who you're thinking about hiring are going to align with your company's values.

This will not only help your business grow, but save a lot of time, because it takes less effort to manage people that share your core values and understand what's important to you.

When you hire for skills and not values, you're going to often feel like a hiring value. Yes, a person might be able to technically do the job, but they just don't fit in very well in your company.

The only way you can be successful in your business is by hiring the right people. This is true for any type of company, whether a small startup or an established company. But there are many reasons why companies should start thinking about the people they hire as their most important asset, because it'll make such a big difference in how your business operates. This needs to be the way you operate and not just a slogan on the wall. You can't just say our people are our most important asset. You have to be able to find ways of exhibiting that and showing that to the world. So understand this.

When you hire for skills and not values, you're gonna often feel like a hiring failure. I said there earlier. Hiring the right people is crucial to success in your business. But is not fear that you work really hard, and the people in your team are just going through the motions. It takes less effort to manage people with shared core beliefs than those who don't have those core beliefs.

I had this problem over 35 years ago, and learned a simple system that changed our whole hiring method. It was a values-driven hiring process.

We wrote down all the core beliefs that were important to our company, like honestly, integrity, respect and personal responsibility. We then put clarifying statements around each value, so others in our organization and people who might join our organization, knew what we were talking about.

So we have a three-step process that makes hiring simple and effective.

  1. Here's step one, interviewing. When you're interviewing, ask a candidate about their core beliefs that are important to them. Make sure you use open-ended questions. And what I mean by an open-ended question is don't ask how do you feel about personal responsibility? That's not a path that's gonna lead them right down the roadway where we wanna go. Say, tell me a story about a time when you were working someplace else, where someone was showing responsibility in what they did. Or you might say, something went really wrong in the company you worked at before. People were blaming you or they were thinking it was your fault. What did you do? And they're gonna tell you a story about what they're thinking and what they're doing. When people tell you stories, you really get at the beliefs that they have and the values they hold dear. You wanna make sure those values that they have are at least similar to the values that you have. So if they happen to agree with your company's values, ask more in-depth questions. Ask them to tell you stories. The stories are where the magic happens. If they don't agree with your company values, then you found out quickly, and you can move on to your next candidate.

  2. Number two, your interviewer report. Rate how your potential employer did each of the areas that you were evaluating them on. This is a technical, what they're willing to do to be successful and values. You'll give a ranking of three times for values, two times for activities, and one time for technical skills. When you do this, you're putting the proper focus on the proper part of your hiring process.

  3. Step three, the recruitment process. If you know someone who will be perfect for your company's values, and is looking to make a career change, then contact that candidate about the potential change. But here's the important thing. Only start recruiting after you've decided this person is one you wanna join your company. Way too often, I see business owners in the job interview actually recruit and not decide whether it's the right person to join their team or not. I don't want you to start recruiting until you've done with the decision part. This is really, really important.

So if you follow this simple system, you will find that your company's values are the most important focus area when you're bringing new people onto your team. You'll also find when you hire for values, you stop worrying about whether you have the right person. And can concentrate in having them learn the skills that are gonna make them a rockstar at your company.

Now, I would love to have a conversation about this. So feel free contacting me at jpatrick@stage2planning.com. Then set up a time for us to talk. In the meantime, if you're not ready to talk yet, try downloading our free ebook on hiring for new capabilities. If you follow these guidelines in this ebook when figuring out who to work with, you're going to have more success, I can promise you.

And while you're at it, scroll down, let me know what you think about holding onto the wisdom you have, with getting the right person on the right team and what you think about hiring for values and not technical skills.

Hey, this is Josh Patrick. You're at the Sustainable Business. Thanks a lot for stopping by. I hope to see you back here really soon.

Topics: hiring right people, hiring systems, Sustainable Business, hiring for unique abilities, hiring techniques, hiring tips

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