Here’s one thing I hear from almost every private business owner we work with. We wish we were better at hiring. In fact, you don’t want to just be better, you want to be an expert at hiring.
For this to happen you need to have a system. Without one you’ll just be hiring from your gut and that never works out well most of the time.
Here’s one thing I hear from almost every private business owner we work with. “We wish we were better at hiring.” In fact, you don’t wanna just be better, you wanna be an expert at hiring.
Now for this to happen you need to have a system. Without one you’ll just be hiring from your gut and that never works out well. Well, most of the time it never works out well.
So here’s the problem with hiring great people. Hiring is hard. In fact, for many it’s so hard, they just wanna give up and never hire somebody.
You might be thinking I know there must be an easy way to hire the right person, the first time, every time. I get that. In fact, for years I was there. Then I found a simple system for hiring and that’s what today’s video is all about.
We call this the Stage 2 Hiring Method. It’s probably the easiest method I’ve ever seen for hiring new people. You don’t need personality profiles, you don’t need dozens of interviews, you just need an easy way to interview and decide who’s the best for your company. So let’s jump right in.
- Number one, let’s start with the basics. So when we hire there’s three things we look at. We call these the can do, will do and fit factors. Can do is technical skills, will do are the ones do the activities to be successful in the job. And three is fit factors, which are one of the things that people have to do to fit in at your company.
- We always, always, always, always start with fit factors. It’s your values that count. If you have a bad values mismatch in your company they’re never gonna fit in. It never works out well. You’re gonna try to change them, you’re gonna spend lots of time on it, at the end of the day, you’re mostly gonna ask them to leave your company. But it’s gonna take you six months to a year to get around with doing that. So if you don’t hire for your fit factors properly you’re spending a lot of time and effort trying to get the person to fit in.
- Then look at what they must be willing to do. These are the will do factors. In other words, if you need somebody to do cold calling and they are a sales person, they have to be willing to do a cold call and they have to be excited about doing it. And you need to figure this out during the interview process. Don’t ever ask anybody as a will do factor, “Are you willing to travel?” Of course they are going to say yes. Then you must find out say, “Tell me about other jobs you’ve had where travel was a factor?” If they can’t come up with a good idea for it you are really in a kind of thin ice on whether they are gonna be actually willing to do what you need them to do, to be successful in the job.
- And finally, it’s the technical skills that count. You know, many jobs require certain skills. This is a screening mechanism and not a hiring decision. If you’re hiring as your number one thing for technical skills, you’re more than likely to come up with what I call brilliant jerk. Brilliant jerks are people who are really good at the job, they are really good technically, but they are a disaster for your company cause they just don’t fit in. When you have brilliant jerk its gonna be really hard for you to get rid of him because you’re gonna come up with all sorts of justification about why its okay for them to drive everybody else in your company crazy. So once you got your will do, can do and fit factors you know what they are.
- Now you want to put five things that would fit into each one of those characters. On the technical skills, it might be they’re a good mechanic. On the will do, they have to be willing to work with their hands. And on the fit factors, it might be they have personal responsibility and know how to exhibit that. You’ve got five factors under each area, now you’re ready to start having your interview. So after your interviews, and during your interviews you wanna make sure you will listen what people feel about each of those five areas, how well they’re gonna do for those. So you have 15 areas that you’re interviewing around. Now, you do not ask somebody a direct question, it’s always open ended. So you get to hear about your experience with the will do’s and the fit factors especially. Now in can do’s you’re gonna ask some, Well, tell me about your mechanical skills on what you’re doing or about your programming skills and how you program or where you went to school?” Those are sort of nuts and bolts. But will do factors and fit factors have to be open ended questions. They have to tell you stories about each of those areas so you can get a sense whether they fit in or not.
- After you’ve done that, you’re gonna rate each one of those issues on a scale, one to 10 with one being the lowest, 10 being the highest. So now you have your scales and you got your ratings and you got your numbers in there.
- So you wanna weigh the ratings as follows. You do three times for fit factors, two times for will do activities and one time for can do. So for example, if somebody has a nine, on fit factors they get 27 points. If they have a nine on will do factors they get 18 points, and if they have a nine on can do factors they have nine points. You add up all the points and you get a score.
- So now if you’re looking at several candidates you’re gonna look at the scores. But most of the time that’s not even gonna be necessary. Because the best candidates you have that are gonna be the best fit for your company are just gonna jump off the page. You know there’s one thing I’ve noticed in the world is that there’s tons of things we could notice, but we don’t unless it’s in front of us. And having these things written down will do that. I don’t know if you’ve noticed this. Say you had a silver car and you traded your silver car and you bought a red car. Or you went from a Ford to a Toyota. You’re gonna notice all of a sudden there’s a zillion red cars around that never existed before, or a zillion Toyota’s that never existed before. It’s just that you put that in your consciousness because you’re using it and now you notice it. Same thing when you’re hiring if you use our fit factor, will do can do grid.
So there you are. This is the easiest and simplest method of hiring I’ve ever seen.
So here are three things I would like you to do:
- First, download and read our eBook on effective hiring. It’s hiring for unique abilities.
- Two, use our Stage 2 Workbook to put together the traits you’re looking for in hiring they’ll give you description of how you rate somebody.
- And number three, use the system and hire the right person. If you don’t use the system, you are never going to get the results.
So if you are interested in hearing how simple it is to have a great hiring system, set a time to talk with me. If you’re not ready to talk, just click on the button below and DOWNLOAD our free eBook on effective hiring techniques. If you do all of the suggestions in this video, here’s what you going to get. You stop only occasionally hiring well and move to a place where you hire the right person, the first time, every time.
Now, that you’re on the road to being a hiring ninja yourself, why don’t you scroll down and let me know what you think about using a simple hiring system process that works.
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.