Isn’t This a Question We’d All Like Answered
One of the hardest parts of running a business is hiring people. We have too much to do and not enough time. If we want to grow our businesses, we need to hire people to get everything done. Wouldn’t it be great if we could just clone ourselves?
That wouldn’t be a very good plan. It would duplicate our flaws along with our strengths. This would also keep us stuck in the rut of, “We’ve always done it this way.” New perspectives, ideas, and approaches can be valuable parts to a growing business.
When we find ourselves needing help, we tend to hire the first warm body that shows up. We don’t ask many questions, if any at all. We know very little about who they are, what their background is, or whether they’re looking for just a paycheck or an opportunity to be apart of something bigger.
Over the years, I’ve made far more bad hires than good ones. Unfortunately, that seems to be a common experience in construction.
If you want to grow your business beyond a small, “do-it-all-yourself” operation, you’re going to need help.
So, how do you hire the right people?
You need a process or system. Great teams aren’t built on luck.
The process won’t be quick and easy, but it will be worth it in the end. Working with talented, motivated people who love what they do is much better than trying to herd a bunch of cats just to get a job done.
Dave Ramsey outlines a 12-step hiring process that includes:
- Prayer
- Get referrals
- 30-minute drive-by interview
- Resumé and references
- Testing tools (DISC profile)
- Do you like them?
- Do they light up?
- Personal budget and mission statement
- Compensation calculation, benefits and policy review
- Key Results Area (job description)
- Spousal interview
- 90-day probation period
As a small business owner, interviewing candidates for jobs should be one of the most important things you do. A great team starts with a great hire.
It can be hard to know where to start. Beyond a candidate’s technical skills, what kinds of questions should you ask?
Here are some examples from the EntreLeadership Guide to Hiring:
How many pennies does it take to fill this room?
What I’m looking for:
“I’m usually hiring for computer help desk positions, so I’m looking for natural problem solvers. I’m searching for people to actually try and figure it out. Answers like ‘A lot’ or ‘I don’t know’ are wrong answers.”
Evan Doss, Summit Imaging, Inc.
What is your personal mission statement?
What I’m looking for:
“Most people don’t have one, so it puts them on their toes and really makes them think. I want to see how they process the question. Also, I am interested in what they think their purpose is and how it applies in their work style.”
Kezia Rivera, Meier Plumbing
What can you tell me about our business?
What I’m looking for:
“It helps me determine if this is a well-thought-out decision to come and be a part of our team or if I am just one of many stops on their way to finding a J-O-B.”
Cheryl Todd, Pot of Gold Estate Liquidations/ AZFirearms.com
These are just a few examples. You can develop questions that help you determine whether someone is the right fit for your company team. You can learn more about EntreLeadership by following the link.
The cost of a bad hire is much greater than the cost of a thorough hiring process.
The people in your company are one of your greatest investments. Once you have the right people on your team, you want to help them thrive. Clear communication, accountability, and connection are some of the foundational building blocks of a strong business.
Next week, we’ll look at how hiring for character and culture can pay big dividends.
If you have questions about hiring or building your business, schedule a meeting with me. If you would like help growing your business, check out our tools and training resouces.