Finding talent – Where do you start?

When you’re thinking about bringing individuals into your company—a freelancer, a contractor, a temp, an employee, a business partner—I think you have to start out with what is it that you really need? Then you get into why would I hire someone and a certain type of business relationship with that person?

Before you create a candidate profile, it’s important for you to outline who you are as a leader. If you are bringing someone on to your team. Whether you own the business or you work in someone else’s business, you really have to identify some of your strengths and weaknesses.

I used that word, “weaknesses.” I know I’m supposed to say “opportunities” – but forget it. We all have strengths and weaknesses. That’s just the way that it is. You need to outline some of those things, because the best hire you’re going to make is going to compliment the things you are the best at doing, and fill in the blanks for the things you are the worst at doing. You also want to hire an individual who complements your other team members.

You should take the time to do this first step. I’m not talking about some sort of psycho analysis, blah, blah, blah, I am talking about knowing what you personally do well. Who do you need to bring in to complement those things you don’t do well? Or to do the things you’re spending your time on that get in the way of you growing your business?

I prefer to do sales and marketing more than writing employee handbooks. Even though I write a lot of employee handbooks (and I’m pretty good at doing it), it’s not always the best use of my time.

I want you to think about what would be the best use of your time. If there are things you are doing that aren’t the best use of your time, thinking about the traits of a person for whom it would be. Think about what that candidate profile looks like and how you’re going to target that individual in the marketplace.

Let say for example that you’re spending a lot of time doing administrative work. Before you go out and hire a high-powered salesperson or an account representative or a customer service person, wouldn’t it make more sense to offload some of that administration work? Bring on someone—maybe in a freelance or contract situation) to handle some of those administrative tasks.

If financial transactions are not one of your strong suits, maybe you need to partner with someone you can offload those things to, and who can provide you with valuable advice.

One way entrepreneurs and owners sabotage their business over and over again is by not knowing their numbers. I credit Marcus Lemonis of CNBC’s The Profit for teaching me that. You have to know your numbers, right? If you are not the best at this, then maybe you need to contract a CPA or a third party billing firm to take care of some of those financial aspects. Or do some financial analysis for you to give you a guide as to what you can afford to bring into your business, whether it’s an employee or a contractor.

When creating a candidate profile, remember to look at your own skill set, your own abilities, and your own personality. Personality is one of the toughest things to interview for, but it’s something that can inevitably make you frustrated with a new hire. And chances are, it will also make that person frustrated enough to leave.

You’re in it for the long haul right? You’re the manager, you’re the owner, you are the leader of the organization. You’re staying. And your new employee(s) will be staying until they don’t want to be there anymore or until you can find a valid reason for them not being there.

Personality is often the conflict individuals point to as a reason they want to leave an organization. I frequently hear that employees don’t leave companies, they leave their managers.

Take time to think about your management style and what you’re willing to tolerate before you go into the marketplace to bring someone on board. If you don’t clearly communicate your expectations and what type of personality, skill set, and experience you want in a team member, you’re going to get all kinds of applicants. And then you’ll sit through those interviews and say, “My God, none of these people match anything I want. I’m just wasting my time.” Well the reason you’d be wasting your time is because you didn’t do your homework up front. Instead, spend some time thinking about those things before you go out into the marketplace.

Need a guide to help you through this? I’ll send it to you! CLICK HERE to email me!