Let's try that again. I was getting
too many notifications all at once and it was distracting so
Best selves hiring process is now over year old when we first started hiring people
We started hiring people who?
Were available people that we knew?
people who
Who we thought would be a right fit?
But it just turned out that that process that we were using that process that we were putting in place it
Wasn't good. It wasn't
We weren't putting the right people in
in the right places and
It hurt our growth, so hiring is a big thing especially when you're growing and scaling a company
We're to a point now where the next thing the only place to get us
To where we want to go is just hire more people so we need to think about how we're going to hire people
how are we going to hire not just people but the best people and
Best self has actually developed
it or curated a
awesome awesome
Awesome team that we absolutely love we have the best in customer service the best designers
the best marketers the best
writers the best
Operations people and we've actually poached most of these people
From other companies they had jobs it would brought them on
because of this process and
And we were able to do it quickly and efficiently without
Pounding our head against the wall
And that's what hiring was to us in the beginning. It was like
I've got hire. Somebody in what's cool
How do I do this what a you know whom can we fit for this role? [who] [do] we need? I don't even know and
It ended up just turning out to be us like I said before
Picking people around us picking people who we thought would be ideal
And then what we found out was when we did that approach
We'd waste time we waste money. We right waste energy
Resources and and we waste our business because we've spent all this time at
a baseline where if we would just hire the right person
All of a sudden the right things would fall into place, and we would start scaling up
so
Enough about why it's important to hire the right people
now let's get into
How we're going to do this so because this is a whiteboard training
I will not have access to the comments
but please please leave comments below because I'm always in turtle in the hustle afterwards and
oh
Absolutely James training for the wrong people is so expensive it it is
you'll you'll spend all this time and money training them getting them up to speed get it giving them all the skills and and
the inner workings of your business
and what makes you guys unique just to find out that they can't implement or aren't implementing to your standards and
And you keep saying hey, what's going on or how come you're not like we're on. We're up on this level
But you're still down here what where's that gap? It's because you got the wrong person
in most cases
so
Because this video is going to be on a whiteboard. I won't be able to see your comments, so please leave comments below
like this video and
and
I will take a pause here and there to come in and see what your comments are
But always even if you're watching this video after its recorded
Drop some comments in because I love talking about it, and I want to hear what questions. You guys have so
Without further ado let me Spin this camera around
[alright], so it's a simple 5-step process
for this and
First and foremost you need to figure out okay? Who do you want? That's that's a giggly. What role will will they do and
in this
when you're figuring out, what role
That person's going to do for your company and what?
tasks and Assignments, or don't do you're going to write an epic job opening and
What this will do this will curate and weed out a majority of people
So for us for best self our company's thought everyone works Rameau everyone's
normally in a
Younger Mindset although, we do have older people in our company
But they just fit they understand the culture they get it and that's what they like, so when ripe job openings
We make it fun
We make it light-hearted, but we also tell them up front who the four Andrews it not for so we've got the people who?
Who aren't a?
Aren't they right fit?
immediately, so if someone looking for an office job, and someone's looking for
for a nine-to-five
We tell them hey hey that's not that's not this position
But we also make it fun. [all] [right]. So maybe you don't want a nine-to-five, but maybe you want to work with a
Cool team that a start up you're going to get your hands dirty you're going to do a lot of things that you have no
No idea what to do, but that's okay all of us are
In that boat you're going to wear many hats
Don't just think we're going to
Sit you down with one simple role that you do over and over again. We're going to ask you to do things that
that aren't really specific for this and in doing so
Well Katherine
and I have done and actually katherine she designed this this fun image actually two of them now because we
Got tired of using the first one
But it's like Katherine and I standing next to one another and a stick figure with his arm over made
And it's like this could be you it just shows a little
Different aspect than what people are normally used to when reading job openings, so whether you're looking for a ceo low
Which should be one of your first hires?
If you're looking [for] a more person or customer service person put it in there like hey
this could be you and just make it fun and
in doing so we got the people who are looking for that specific position and
Tory will weed out people who are not geared towards that and you'll also attract the right people
so
This will take a big majority of your time to craft the right one don't just pumps up and out because you want
this is the face of your company if you're going to attract people really put the time and energy into it and
Catherine and I would actually spend hours and hours writing going back and forth between hey
Does this look good all right? And then we we constantly edit it and feed it back back and forth to one another until
It was up to our standards
So after that's written
You're going to what you want to do. Here's the worst part is now you're going to get all these applicants
Are you going to read resumes and do this [and] that no?
that's not how you do this you want to automate this system, and you wanted to be automatically to vet and
Quickly decipher who's who Convolve instructions and who can't?
Now most of this is from the book who and if you're only going to read one book on higher
And I highly recommend reading that who by Jeffrey Smart ugly business
Don't quote me on that
and
also, this is another system that we so most of [the] came from who but we also Sort of match this together with
with Noah Kagan's hiring process
so it's sort of like a blend between the two that Catherine are like alright this fits off this list or a company and
That's why I'm providing it to you
So what is this automated betting system, so in this job opening? You're going to have instructions
You're going to [get] the person to call to action
email jobs at
Desafio with
subject Line x y and z and
So the body of the email include links to your Facebook and link it for example
so those are the instructions
so what happens when someone emails jobs at bet Cellco with the subject line that it was said in the
instructions, but
Doesn't have the links to their Facebook or linkedin profile in their body they go to the trash
So this whole process is
is A
two-pronged approach so number one is
Setting up the email back end to automatically filter
the responses that come in that don't meet the instructions and dump them into the trash and
Then if they do meet the requirements it to send ache and auto response
so
this won't just a
Gmail
automation
Which is the delete?
or canned responses
so if they don't meet the requirements
Mating send an email to [Java] vessel with the correct
subject line
Or the correct text or url in the body if they don't it gets deleted, but if they do
They get a canned response now. What does this canned response?
say this canned response gives them a
Google form
Google
form
Url in
the email
That says hey. Thank you for applying. We love to find out more about you, and if you're a right fit for our company
Take 15 to 30 minutes to fill out this Google form
And tell us a little bit more about yourself
Now what this does
When they go to that google for its intensive its hey, how would you solve this problem? How would you do this?
Tell me more about that
it's very detailed it open-ended because
What you're going to do is you're you don't want to have a drop down and give them multiple choice answers
You don't want to them to rate stuff on a one to ten scale that that really doesn't determine
At face value what when you're glancing at the responses who you're going to pick
So what this does number one it has a barrier to you so far
You haven't done anything except write the email and if you're savvy enough, you just have a va that set up this
Automated process and if you don't have a va just do it yourself a little take 20 minutes of your time
So maybe you spent an hour in 20 minutes, and now we're crafting this this epic
job opening and 20 minutes putting together this and
Now you keep you keep yourself away from all the app applicants coming in
So this Google form it's all going to be open-ended questions. How would you do [this] write this out?
How would you promote x Y&Z tell us about a problem that you that you overcame?
stuff like that if you need if you need examples
I'm sure we can send some or just jump into
Our hiring process that we're doing right now for a marketing person
This is that's the reason why I feel like this
And you can just reverse engineer it if you want, so
what what they'll do is, they'll fill that out and
Then now that you have all these responses in pretty much a google spreadsheet. You'll export all the answers into a google spreadsheet
You'll read those answers now. So now you haven't you haven't even talked to anybody yet
But now you're reading all the answers seeing how to respond to every question, and you'll wait those
answers on a one-to-five scale
so you'll just add a separate column next to the answer and the response and
Rate it on a one to five five being the best
one beer and
And you will go through every answer
Then what you'll do is, you'll sort and categorize their answers total them up and now you can pick your top three
pick top three
so say you have a list of
25
applicants
So far you haven't talked to any of them
But you're already here on the top three that you may choose based on the responses
And it was a very simple system. That was in place now now after [that]. I'm going to stop here
I'm going to come around to the other side of the camera to see if you guys have any questions
All right king says ah yeah James who?
James had a question about the book
Called who all right? So I'm going to keep going
There's nobody there's a couple of you watching right now with not many people have questions
[all] [right], so after you pick the top three
You'll set up a 15 minute. Call you or whoever their direct report is now now where we are with best self
I don't even set up this 15 min a call this goes to someone
My assistant her name's guess it were hired a marketing person
She because she will be this person's direct report and Jess is now my direct report
So we create the buffer space
but if you're just starting out
You'll have a 15 minute hold each now why do you do a 15 minute call instead of diving right into an interview?
The reason you do this is because you can eat when you're talking to someone you can see if literal
responses match up to their personality and
What you're trying to get here to see if they're a good cultural fit to see if there are?
If they're you'll know
from their dialogue from their language inning from
from how how they craft their responses and just talk casually to you if if
They have what it takes now from now you may bring all three of those people to the next round
But at least you talk to them first, and you know what you're getting yourself into if you talk to someone
You're like whoa. No way. I don't know how this guy got got to be top three
But I'm glad my time it was only 15 minutes that looks. That's what this is geared towards
Now last but not least this is this is the mother lode
This is going to be a long haul and this call for this person
Once you get down to this process after they go through the 15 minute call then they do
Maybe it an hour to two hours sometimes three hours
depending on
Depending on how how in-depth you want to get every day?
But what you're doing on this cold is you are digging in and deep as possible?
starting from the beginning
Tell me about great school. Tell me about [growing] up. Tell me who your friends were
Tell me about high [school]. Did you play any sports?
tell me about your girlfriend's your best friends your
Boyfriend's tell me about your parents. How many sisters and brothers?
Do you have if any then tell me about college? Did you go to college? Did you drop out?
Why did you drop out below the love and what you're going to do is you're going to find patterns that are coming up?
whether they play sport and drop that played sports and dropped out whether they join clubs whether they
participated in in
Anything and everything why they chose those extra curricular activities?
someone so forth and then really find out if that person is a right fit for you and your company and
a right fit to bring on to your team and
and this is where
the main Assessment
And then you and your team after once you'll have a discussion. Oh, well. I really like this person
I really like that person, but you know what so and so just really outshined everybody else
And I think we should bring them on and then you go to negotiating the salary and so on and so forth
but this is the five step process from
From what how to really start getting people right from the beginning all the way to make them
making them a higher and this is the process we use and
We use it today
We love it because we spent so much time bringing in or boarding people like I said in the beginning of this video
that that we really wanted something in place, and this is working really well for us right now and
I hope you guys can implement it into your business again if you have any questions about this video
Please drop it in the comments. Let me know if you like this if you got some value out of it and
Yes, thanks, everyone
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