12 Week Plan LIVE Event: Workshop 2- Stirring In The Substance: Backing Up The Spectacle With Your Process

Thomas just talked about some amazing recruiting practices and you had time to put ideas on paper of how to recruit great talent. Now What?  You have some resumes that look promising and you're excited that all your prayers might be answered with one of these resumes.  Now it's time to start interviewing. This is the recruit's first impression of you and your organization. This sets the tone for everything from this point forward. Are you professional? Are you organized? Are you intentional? Are you mission-driven or chaos-driven? If you are professional, well organized, and intentional, then the recruit knows you mean business. They will either get scared and run or they will show up and show off for you because they want the job. Wouldn’t you want to scare them off now, instead of 3 months from now when they have cost you over $10,000 to $25,000 in your time and resources, and then you have to do this recruiting, hiring and onboarding all over again? So, How are you giving the first impression to recruits of your business? You should be doing this with your 6-Step Hiring Process. Step 1 Phone Interview Do you have this mapped out with the specific questions you ask at your phone interview? Is this replicable so anyone in your organization can get on the phone and do a phone interview? Step 2 1st Live Sit Down Interview This is the time where you share vision/mission/values/culture to allow the candidate to determine if this is even the type of business they want to be a part of? Do you have this spelled out so you don’t have to think when the candidate comes in for the interview.  Step 3 Due Diligence  (My favorite)  This is where we are calling the candidate to tell them we want to move forward and we want to do personality profiling, call their references, and assign homework. Have you decided on a Personality profiling tool to use? How about calling on references? Do you have your questions written down on what questions you will ask when calling references? What homework do you have for the candidate? For a bookkeeper maybe reconcile a mock bank account, for an estimator, estimate an old job, for a marketing specialist design a logo.   Step 4 2nd Live Interview preferable with other team members  Here you are deep diving into the role and seeing how they act with the other team members.  Again, do you have this written out and documented so you cover everything from their ideal weekly schedule to going over your MPR? Step 5 Spousal/Friend Dinner/Lunch, social  In his 2011 book “EntreLeadership,” Dave Ramsey recommends that companies vet spouses to make sure their hire is not “married to crazy.” Dave says, “When hiring someone, you are employing more than just the person. You’re taking on the whole family. And when they are married to someone who is domineering, unstable or simply full of drama, you’ll end up with a team member who can’t be creative, productive or excellent.” Go to lunch or dinner with your candidate and their spouse to find out if crazy lives at home.  Step 6 Phone call and email with Offer. Some of you are saying “Patrice we got this, we have been interviewing & hiring for years” Great then how can you systemize it and  make it better so anyone can take your hiring process and run with it. Alright, your Hiring process is complete and the candidate accepted your offer Yeah!! They start on Monday and all your problems are going to be solved. Let me tell you a story, Becky. Becky sent her resume to XYZ realty as a marketing specialist. She had all the qualifications for the role and was hired. Her first day she was shown her desk, given her laptop, set up on email, and then voila! She started marketing and it was the best marketing ever done for XYZ realty. I wish!! Becky isn’t her real name because honestly, I don’t remember it. XYC Realtry was the Miles and Smith Real Estate Group which I owned. Becky was my new recruit. She was going to change everything for our real estate group. We would start getting more leads now then ever with a part-time marketing specialist, right! Within two weeks I was wondering what in the world she was doing. I saw a post or two on social media, but besides that….I had no clue what she was doing. I sat down with her to ask and she showed me a couple of things but nothing substantial. I asked where her marketing calendar was, where her content creator checklist was, how was she keeping track of analytics so we knew what was working and what wasn’t, what about a newsletter or updating the website, I mean she is a marketing specialist she should know all these things.  How many times as business owners have we said “They should know this, they did bookkeeping before, they did project management before….They should know what to do, why do I have to tell them everything? Because what is common to you is not common to them. What is common to you is not common to me. What is common to you is not ever common to your spouse or your best friend who knows you inside and out. You have to train, set expectations and hold people accountable so what is common to you can become common to them.  To do this you need an Onboarding Process, Checklist and Training Schedule Your Onboarding Process will set the tone for the future accountability and performance of your new employee.  Is your Onboarding Process clearly defined?  Your onboarding checklist allows you to list everything you want to go over during the training and who in your organization is going to do the training. Do you have an onboarding checklist with all the Admin/Tech/Projects/Software/Processes and General Company policy and procedures that you want to go over with your new employee during their training time.   Your onboarding weekly training schedule will map out in timeblocks what they are going to be trained on from your checklist. Do you have a weekly training schedule spelled out for at least the 1st week. So what part of Onboarding do you need to create or perfect? Breakout. First 10 minutes spend on your Hiring Process. Every step of the hiring process is crucial. If you don’t have a hiring process, then start creating one. If you already have a hiring process….What are you short cutting on in your hiring process?       2. Second 10 minutes spend on your Onboarding. What do you need to create or perfect? Your Onboarding Process, Checklist, and or Training Schedule.       3. Talk to your team and collaborate on best practices and be prepared to share a few ideas to the group when we come back.