In hiring – as in almost every area of life – your attitude often predicts your results.
So when you’re starting the process of finding your perfect person, you might want to examine the way you feel about the whole thing.
If you’re getting pangs of anxiety or stress: stop, take a deep breath and read on.
Dreading making that new hire? Here’s a new perspective for you.
Most entrepreneurs and business owners see hiring as drudgery or a “necessary evil”. And why is that? Because they don’t see it as a game they can win.
Personally? When I’m in my recruiting element, I love the strategy of figuring out who we need to find, where they will be, and how I’ll get them interested enough to talk with me about the opportunity.
Now, with that said… there is a certain aptitude required to succeed in recruiting. But you’ve already got the skills in your arsenal! I know you’re passionate and excited about what you’re doing, and you’re a natural networker. So rest assured – once you have a plan you’ll probably take to hiring like a duck to water.
Just remember: the passion and gung-ho nature that drove you to start your business is the best tool you have to recruit your team members. People adore energy and enthusiasm.
Take a second & assess your past hiring experiences
If you have hired or tried to hire in the past, then you know how much of a challenge it can be.
Before you embark on the adventure again, take a few minutes to assess what went well, what worked, and what didn’t. Recognize your strengths and figure out how to shore up your weak areas!
If you liked this information you will love my FREE Hiring Hacks ebook – it’s packed with practical advice to make hiring well easier.
You know what Zig says about motivation – right? Like bathing, he recommends it daily. If you need some daily hiring motivation, check out our Facebook, Twitter, and Pinterest for daily tips on how to find and hire great employees!
In my dental office, I’ve had recent turnover for my front office receptionist/billing/insurance coordinator. My first employee for 12 months up front was coming in when she wanted to, so I told her she needed to come in on time. With more said, she just quit on a Monday morning- didn’t even show up. So of course I go on panic mode and start the CraigsList hiring ad and interviews. Because I was so emotionally distraught, I hired the wrong girl right off the bat, which lasted 6 days. Then I just threw my hands up in the air and contacted a lady who had also once applied, saying we both just “Felt good about this.” Of course, within 4 days we realized that we didn’t spend enough time discussing expectations on both ends. Now I’m back to square one, and the idea of going through more interviews just makes me cringe. I’m taking the time to learn from you, Rikka, and I’m getting more excited as I read your posts to do it right this next go around!!
Thanks Pamela! That stinks! The good news is – you are only going to get better! I really do believe the most important time you can spend is before you write a job ad or start interviewing. Be clear about what you actually need, what your expectations are and how you will know if the employee is meeting them. I like to think of it as 3 tiers for performance – Adequate / Average / Awesome. Anything below adequate, is cause for concern and possibly termination. Feel free to shoot me a note if you have more questions/concerns!
In my dental office, I’ve had recent turnover for my front office receptionist/billing/insurance coordinator. My first employee for 12 months up front was coming in when she wanted to, so I told her she needed to come in on time. With more said, she just quit on a Monday morning- didn’t even show up. So of course I go on panic mode and start the CraigsList hiring ad and interviews. Because I was so emotionally distraught, I hired the wrong girl right off the bat, which lasted 6 days. Then I just threw my hands up in the air and contacted a lady who had also once applied, saying we both just “Felt good about this.” Of course, within 4 days we realized that we didn’t spend enough time discussing expectations on both ends. Now I’m back to square one, and the idea of going through more interviews just makes me cringe. I’m taking the time to learn from you, Rikka, and I’m getting more excited as I read your posts to do it right this next go around!!
Thanks Pamela! That stinks! The good news is – you are only going to get better! I really do believe the most important time you can spend is before you write a job ad or start interviewing. Be clear about what you actually need, what your expectations are and how you will know if the employee is meeting them. I like to think of it as 3 tiers for performance – Adequate / Average / Awesome. Anything below adequate, is cause for concern and possibly termination. Feel free to shoot me a note if you have more questions/concerns!