How to hire your perfect team in 5 steps

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Any entrepreneur or creative person can understand the challenges or resistance that can arise around delegating tasks or asking for help. Essentially, this stems from the fact that you have to move from a mindset of I can do everything for I need a team for this or even I get support for this! This will likely become especially apparent if you want to scale your business. You’ll start to notice places where, frankly, what you’re doing “isn’t your job anymore.”

Learning to ask for and allow yourself to be fully supported is an ongoing process. It’s an amazing feeling to wake up every day knowing you’re dealing with amazing people who align with your vision and long-term business goals.

Here are 5 game-changing tips to make your team hiring process engaging, easy and successful.

1. Create your crystal clear vision

How do you see yourself and what do you see for your team? Maybe you already have a few employees, or maybe you’re just starting to build your ideal team. Either way, it’s essential to have a clear idea of ​​what you want.

I knew I wanted to build a creative, independent and dynamic team that supports and aligns with my company’s overall vision.

Take a moment to think about your company’s values ​​and your vision (you might like to take more than a moment and write your answers down several times until you’re clear!) You’ll be your perfect team if you Je Do it intentionally with people who are on the same page when it comes to core values ​​and your overall vision for the company.

Your vision creates your environment, which creates your reality.

Related: You’re Made By The People You Say “No” To

2. Set your intention

If you were to answer now, what are your intentions for the kind of people you would like on your team, and what will that lead to? How about how you will feel? What will the working environment look like, physically but also energetically? What else?

One of my intentions, to give you an idea of ​​what this step might look like, was to bring in soul-aligned people who contributed to the business in a way that felt effortless and everything just right. I’m a big proponent of using my instincts (hence the talk of soul alignment) to make business decisions, and it’s been a huge part of how I’ve gained more $20 million online. I made the inner decision that my team members would not only be “ok” but would add to the business in ways I hadn’t even anticipated.

Some of the most wonderful things about my team are also things that it was, on the face of it, completely irrational of me to dare to ask. Yet I did it anyway, and it became real because it was available. Hint: everything you see inside of you and dare to ask for is available.

3. Ask what you want

You don’t get what you don’t ask for, especially. So no, it is not enough to want, to wish or even to vaguely intend. This is where you can shamelessly state exactly what you need and want. This is best expressed when writing your script or job posting. It’s an opportunity to filter out who doesn’t match just by being clear and direct with whoever you want.

If you are transparent with your expectations and let your energy flow through the description, you will attract whoever it speaks to. Some of my ads may have seemed bold, outrageous, wildly over the top, or just plain unprofessional to many, but they also spoke to people who ended up being my perfect people.

What if you asked for exactly what you wanted and were open about every part of who you are?

Related: What Really Happens When You Hire the Wrong Candidate

4. Identify your non-negotiables

It’s about figuring out, and then being honest, what you allow and what is just a no for you. Better to be direct from the start than to have to deal with the consequences of not being honest with yourself or others.

The hiring process becomes easier as you clarify what is non-negotiable for you and what areas or skills you may be willing to teach and train your employee.

Here are some questions to help you clarify who you are looking for and what your non-negotiables are:

  • What kind of personality or energy are you looking for?
  • What are their skills?
  • What is their experience?
  • Where do they need to live?
  • What area of ​​the business do they need to fill?
  • What are the logistical requirements?

Some, if not all, are worth describing when advertising your hires. The key here is knowing what is actually a yes and what is a no. Once you have answered all of these questions, you can go through each one and feel what you are willing to negotiate or change on what is non-negotiable.

Related: How to say “no” at work (infographic)

5. Decide, from your gut

If someone looks good on paper but something isn’t right, or if you’re not entirely happier or more enthusiastic after meeting them, chances are they’re not the right fit for you. not.

Keep in mind that someone can be fantastic on paper and tick all the boxes, but when your body and your intuition say otherwise, it’s time you listened. It’s also possible that they have virtually no experience, but you feel good having them around. If that’s the feeling then you have a winner.

Once you’ve locked it in, send them your engagement letter, job description, employee policies, equipment policies, and benefits soon after. These will allow your new employee to fully understand your expectations and the operation of the company as well as to formalize everything and formalize your hiring.

The hiring process can be a fun and expansive experience. Always come back to your vision, your intention and decide not to deviate from it. Hiring someone who is not suitable and then having to replace them can be expensive and is not an ideal situation. One way to avoid this and get it right the first time is to stay true to what a perfect team means to you and only say “yes” to what’s aligned with you and your growth. business.


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