Hiring comes with a lot of hurdles and frustrations for business owners, but it is a critical part of growing one’s business. In this article, we discuss best practice hiring processes that are listed in Brad Sugar’s Instant Team Building (2006).

“A great team is one of the best assets a business owner or operator can invest in” (Brad Sugars, Instant Team Building, 2006)

In today’s business climate, finding talent is not only imperative to ongoing success, but it is also a scarcity that all business owners must plan for.

Recruiting the right candidate in an employ-rich market might seem easy, but oftentimes businesses make the same mistakes that drive candidates away or cause them to hire the wrong people for the job. To learn the top 5 mistakes businesses make in hiring, check out this video.

How to Create an Effective Recruiting System

Business owners need a detailed and well-organized system for vetting and attracting qualified candidates. It is critical.

Sugars details four specific steps to creating a recruiting system for your organization in Instant Team Building.

  1. Advertising
  2. Callbacks
  3. Interview
  4. Decision and Follow-up.

Keep in mind that every step along the way gives candidates a glimpse of your business and its culture, so make sure your process reflects the best your organization offers.

Know What and Who You Are Looking For

Before you draft any job advertising, consider these questions.

  • Who is it you want to employ?
  • What skills and characteristics do you want them to have?
  • What other attributes would you like them to have?

Many recruiters focus on generic skills, past education, and experience; forgetting to tap into the ‘heart and spirit’ of the desired candidates. “Skills can always be learned, improved upon, or gained, but passion, personality, and heart are the things that will give any team a winning edge” (Sugars, 2006).

Said another way, too many recruiters don’t consider the cultural fit of the talent and, as a result, hire someone who does the job well but creates or contributes to toxicity in the workplace.

14 Tips for Attracting Top Talent 

While targeting is very important, keep these things in mind when crafting your next job posting.

  • Be specific in what you’re asking
  • Be exciting. No one wants to work at a boring job, so add some fun to the posting and your business.
  • Focus on the benefits of the job.
  • Write as you speak. Don’t aim to appear as something you’re not.
  • Write in the present tense to give them the sense that they are already in the role.
  • Keep it simple. Focus on the high-level needs of this position.
  • Follow the AIDA (Attention, Interest, Desire, Action) formula.
  • Be credible.
  • Create a strong headline and consider including a question.
  • Include an element to pique curiosity.
  • Use words that readers relate to. Avoid industry jargon unless your target is familiar.
  • Get to the point quickly.
  • Keep sentences short.
  • Include a Call To Action and contact details.

Once you have your ads completed, post them on multiple platforms and ensure you announce your openings on social media. Get your current employees to repost and share the ads as well. This gives your ad a higher chance of being seen by the right candidate and provides endorsements, if you will, from your current team members.

Once applications come in, a business owner must have a system to vet and invite applicants to the next steps of the process. Phone vetting is critical. The member of your team handling calls to and from the candidate selected for the next steps should have a script and a clear understanding of what kind of candidate you are looking for. Energy and enthusiasm are the keys.

Ultimately, the process you create for recruiting the best team must be organic and authentic to your organization. Research different approaches and develop a system that can be replicated. Don’t wing it. Adding team members is a monumental and expensive proposition. If you settle for a mediocre process, chances are you will get a mediocre candidate pool.

At this point, you may be thinking one of two things:

“These are great tips that I’m going to implement immediately” or “I’ve already done these things and I’m still getting poor results”. Either way, we’d love to review your hiring process to strategize on how to get the best candidates in your office. Schedule a complimentary coaching session today and we can dig in deep.