Whether you're looking to hire a contractor for work or a new team member to grow your business, you'll run into this situation. Hiring is tough, and it's even tougher when you have an immediate need and want to hire fast. How do you find the right people? Vett their work, references, and resume?
The process is intimidating and potential results are anxiety inducing. With so much unknown, the best way you can combat the worry and make the best decision is to use what you DO know to create a template for hiring that matches your needs and hiring strategy.
The first question is usually where to start
That depends on your preferences. I like to look everywhere. Job posting, LinkedIn, Facebook, email friends and the like are all possibilities. You never know who is looking or where. Also the added benefit of finding someone that is connected to you somehow makes vetting easier. If you need a pro for a specific purpose then use a Job Board where the applicants have to take a test and have an active record of references or work history.
Even though you're hiring for your own needs you should try to stay objective throughout the process. Paying attention to things like grammar, communication styles and time between responses. These factors are key to feeling your way through the emotional side of hiring, a test to see if you can work with the new personality, or if they will mesh well with those you already have on board. If you have any doubts or gut checks then step back.
There's no bulletproof formula, but you can set yourself up for success by using something like the below document. It's rough and a quick draft, but it's a great start for listing all the things you should know before even going out to look.
Section One
This section deals with identifying what your needs are in a clear and organized way. Having this information to view and share can keep you from making a bad decision or hiring for something you think you need vs what you actually need. It's also a great reference to share with the candidate about what you'll need from them, with clarity.
Section Two
Here is a quick place to jot down interview notes, references, and anything else that you want to check off when talking to someone. Keeping a record is a great way to refresh your memory if time drags by or you end up with multiple candidates.
Section Three
This is the start of an outline for your responsibilities to a new hire or candidate. Having a checklist of things you want and need to provide will make the hiring process much more efficient. You may be doing the hiring, but you still have an obligation to set them up for success.
I'll be speaking a bit more about this last portion during the 2015 ‘Crack The Dream Team Code' Virtual Summit in November. I get a chance to go into a bit more detail on how we're solving the onboarding problem for our team at WP Valet.
I'd love to hear about your adventures in hiring. You can email me your stories or send a request for a topic here on Agency Mavericks!
