🎙 Steve continues his exploration of effective recruitment strategies in this episode. He emphasizes the importance of narrowing down the pool of applicants to find the right fit for the job, sharing his systematic approach to analyzing and grading applicants based on their responses to specific questions and test tasks. He streamlines the recruitment process by utilizing video interviews and objective grading criteria and ensures that only the most qualified candidates move forward.
This episode provides valuable insights and practical tips for building a solid team and systemizing the hiring process.

KEY TAKEAWAYS
💡 The recruitment process should include multiple stages to effectively filter out candidates and find the right fit for the job.
💡 Using a test task related to the candidate's work can help assess their skills and abilities before moving forward with an interview.
💡 Video interviews can be a valuable tool in the recruitment process, allowing you to assess a candidate's communication skills and professionalism.
💡 Grading and objectively evaluating candidates at each process stage can help ensure consistency and make informed decisions.
💡 It's essential to cut your losses quickly if a candidate is not a good fit, as keeping an underperforming employee can negatively affect the team and the business.

BEST MOMENTS
12:14 - 💬 ‘You want people to want it, to have a hunger for actually getting a job with us.’
17:46 - 💬 ‘Don't stick with somebody that is underperforming, that isn't getting, that isn't eager and keen and on it.’
17:57 - 💬 ‘This is your company, and it's important you have A players, attract A players.’
18:10 - 💬 ‘When you get right people, it's like the whole world gets better because suddenly you're like, wow, that void has been filled.’
20:15 - 💬 ‘If you build these competencies into your company, it removes the barriers to you just getting the right people and replacing underperforming staff.’ 

TIMESTAMPED OVERVIEW
[00:02:17] Filtering candidates based on wages and availability.
[00:03:28] Consider paying more for better candidates. Aim for around 20-30 people. Use figures as a gauge. Adjust standards and wages carefully.
[00:07:05] AI-generated content isn't reliable and lacks attention to detail. Hiring admin assistants testing for efficiency.
[00:10:24] Record video answers. Professional setting. No wasting time.
[00:13:31] Short videos can save time in interviews.
[00:16:32] Thorough process helps avoid bad hires.
[00:19:53] "Build competencies, recruit right, save time and costs."

VALUABLE RESOURCES
Free access to our flagship RECRUIT RIGHT FRAMEWORK
Website: www.SystemizeYourSuccess.com
Facebook Group: Facebook.com/groups/systemsandoutsourcing/
LinkedIn: LinkedIn.com/company/systemsandoutsourcing/
Instagram: Instagram.com/systems_and_outsourcing/
YouTube: YouTube.com/@drsteveday42

ABOUT THE HOST
Steve was a slave to his business, but when he moved to Sweden in 2015, he was forced to change how he worked. He switched to running his businesses remotely. After totally nailing this concept, he spent his time helping other small business owners do the same. Steve’s been investing in property since 2002, has a degree in Computing, and worked as a doctor in the NHS before quitting to focus full-time on sharing his systems and outsourcing
Methodology with the world. He now lives in Sweden and runs his UK-based businesses remotely with the help of his team of Filipino and UK-based Virtual Assistants.
Most business owners are overwhelmed because they don’t know how to create systems or get the right help.
Our systems and outsourcing Courses and coaching programme will help you automate your business and work effectively with affordable virtual assistants. That way, you will stop feeling overwhelmed and start making more money.