How To Hire Great People
Today I wanted to talk about some hiring strategies that will help you to find the “right fit” for your company and its mission and culture.
A lot of people ask me what I think is the best way to add somebody to their team. There are two schools of thought when it comes to hiring people. You can watch my video here to learn more.
One of these ways is to find a badass hired gun who has the kind of experience you are looking for. This veteran will be off to the races and crushing it as soon as you plug them in.
The other option is finding somebody you can groom up…who is less expensive and less experienced.
In my experience, there are are a lot of small businesses like yours, and mine…that don’t have hired guns in top leadership positions.
For example, as of right now…ALL of the top people in my company started out on the ground floor with us. Now that they’ve been with us a long time, they are totally…
- Ingrained in our culture
- Committed to the work we do
- On board with our company’s vision
Honestly, I really wouldn’t have it any other way.
BUT what happens if you’re in the predicament of having to hire staff, and all that really matters is the speed at which you bring your products and/or services to market? What if you don’t have 1 to 2 years to train somebody up?
This is something we are currently wrestling with ourselves here at LinkedSelling.
One of the strategies we are implementing is taking people through a trial period…to see if it is a good fit for both of us. We are doing this for some senior sales and marketing positions.
As a matter of fact…if you are interested in talking to us about these positions give us a call or click here to email us.
Instead of taking a gamble on somebody that we have only interviewed a few times….we are hiring for these senior type positions on a temporary, or contract basis…for the first few months. This way we’re not committed to a big salary or some long-term expectation that they will be with us for years to come.
We get to test the water…for both of us.
I love the concept of not just hiring people because you had one interview with somebody. With this Trial Period Strategy we are able to say; “let’s do this 90-day project together and see if it works out.”
Because of this strategy, we are able to start the hiring process with a candid and open conversation during the 90-day trial period.
On the other hand…I have quite a few conversations with business owners who are doing 30 to 40 million dollars of revenue a year. A lot of these people tell me that they have gone out there and spent $200,000 to hire someone to run their marketing or sales department…and it didn’t seem to work out. The new hire’s resume did not seem to match what they were producing.
Not every situation is like that. You might hit a home run and hire a superstar.
There are a ton of different strategies you can use when you are bringing somebody on board.
I just hope my video gives you a few different frameworks to consider when you are doing this for your company.
