If there’s one thing I hear it’s that business owners like you would like to have a fool proof system for hiring the right person, the first time, everytime.
For that to happen you have to have a hiring system that works.
If there's one thing I hear it's that business owners like you want to have a foolproof system for hiring the right person the first time every time.
For that to happen, you have to have a hiring system that works.
Here's the bad news first. There's no hiring system in the world that's gonna guarantee you get the right person every time. There will be times where a bad hire will sneak in. That's not the purpose.
The purpose is to move your hiring success up from 30 or 40% of the time, which is about what I see when people don't have a system, they hire by their gut, 'til about 85% of the time. Now, 85%'s not 100%, so you are every once in a while going to make a hiring error, and you're gonna have to correct it when you do that.
But 85% is sure better than 30, 40%. In fact, instead of spending all your time hiring new people, you'll actually find time to work on other projects that might be more valuable. You're making your company economically and personally sustainable.
So what you can get is a hiring system that stacks the cards in your favor. The best I ever got to was about hiring well about 85% of the time. The issue is, especially around hiring, too many owners, too many hiring managers, hire with their gut. That's a sure fire away of making sure you don't get the right person in your company. Then there are others who use very rigid systems that while are more effective, often screen out the best people, because it's just too rigid, and there's not time to have conversation to let people really explain who they are and what they're about.
You know, sometimes these rigid systems have personality or behavioral profiles in this. Now I use these systems in the hiring and in many cases, they can be really helpful, but remember, the word here is helpful. You should never hire or not hire based on a personality or energy profile. So as you know, I like simple. The simpler, the better.
So, our Stage 2 hiring system really has three parts to it. For the most part, that's enough. Then there are those that you would like little more help. This is where personality profiles can fit in well. They'll give you a little more help, but you have to have extra time to make sure you're measuring the right things for that new potential team member.
Now we use two profiles systems when we do use them. The first and most important one is what's called the Kolbe Index. You can get it. It's K-O-L-B-E .com. You can go there, take that. I think is 39 or $49 to get your own index. But what it does, it helps measure how much energy a potential employee has for certain activities. The key with the Kolbe is that you first figure out which of the four areas of energy is most important for a particular open job you may have.
For example, if you need a bookkeeper and you have a job applicant that has little energy for follow-through activities, meaning being systematic, you might want to pass on them. You know, they might have the skill set. They might have the training, they might have the education to do this well, but what they don't have is the energy to go one, two, three, four in order. They may want to start skipping around like I do, because I have very little energy for follow-through. Yes, I can develop systems. Yes, I can run systems. But when I have to be very systematic, it drains me of all my energy. You don't want somebody working in your company who is gonna be drained of energy in an activity that they need to do and they need to do successfully. So that's where the Kolbe really comes out.
So when you're using the Kolbe, if your applicant has a high level of follow-through, there's a good chance they're gonna have the right energy to do that bookkeeping job well. Remember, this is just an indication. It's not a green light to hire. It's another factor you're putting into what you're looking at with a potential hire to make sure you're getting the right person the first time every time.
So the next instrument is a DISC profile, D-I-S-C. You could also use the Predictive Index or one of several other behavioral instruments to see if your candidate has the right behaviors for your job. Both of these instruments are important, but not required to get the right person. They will help. It should be looked at as just that. help.
So, if you're gonna use hiring instruments to help you get the right person, here are some simple steps that will help.
Number one, you need to figure out specifically, what is the type of person you're looking for. Write down the traits, the skills, and the attitudes that you need. That's where the can do, the will do, and the fit factors come in.
Number two, use the Kolbe and the DISC instrument to help you see if you have the right person who's applying for your job.
And number three, make sure you use our complete hiring system when you focus on the technical skills you need, what activities your new team member needs to do, the will do factors. And finally, the fit factor is what are their values and their attitudes to see if they're a good fit for your company. Now, I need to emphasize, it's that fit factor that is the most important thing. Too often you're gonna hire someone with great technical skills and a mediocre fit. There are gonna be more problems than they're worth. Always hire for fit first. Everything else can be taught or learned. And when you're looking at will dos, there's the Kolbe to see if they're right attitudes and the right amount of energy. And then there's finally DISC to see if their behaviors are the type you would want.
I would love to have a conversation with you about our Stage 2 hiring system, and we can talk about how to use personality instruments to help you get the right person. So set up a call. Contact me at email@example.com, and we'll find a time to talk.
In the meantime, if you're not ready to talk, DOWNLOAD our eBook on our Stage 2 Hiring Process. It's a simple three-step process that will make help you make wise hiring decisions. So instead of getting the right person 30 or 40% of the time, you'll get the right person over 85% of the time. And while you're at it, scroll down, let me know what you think about using hiring instruments to become a great hiring manager.
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.