Every business is different, but some things are the same for business owners across the board, no matter the industry or structure. Making decisions is at the top of that list! Business owners face countless decisions every single day, which can be draining. Decision fatigue is real! When it hits, business owners respond in one of two ways: procrastination or haste.
As a get-it-done sort, I lean toward haste. I process information quickly and make decisions promptly. In areas of personal expertise, this quick decision making has served my business well. But my get-it-done approach isn’t so helpful in areas unfamiliar to me. In particular, I noticed a few years ago that my desire to quickly fill empty staff positions was feeding the problem because I lacked experience in people management.
It started a few years back, when Officeheads had a staff position open. I took the common-sense step of posting the job opening online. I sorted through the applicants and invited a few to an interview. One person in particular was warm and engaging; I shared about the Officeheads culture and team to paint a picture of what it would be like to join us. We seemed to click, so that’s the person I hired. But once on the job, this new person wasn’t adjusting to the team and wasn’t even able to fulfill the job requirements. Within a few months, the new employee left, and I started the process all over again, following the same process. The next hire didn’t work either. Turnover was becoming the new norm, and all business owners know that’s a drain on the bottomline. I needed a solution fast—but one that wasn’t made in haste.
I had to face reality: I needed help with my hiring process.
That’s when I found Daniel Minjock of ConnectSearch. ConnectSearch has a clear process for finding the best person for the role you need to fill. While this process takes more time and effort, it leads to the selection of stellar long-term employees—exactly what I needed! Here’s what I learned about hiring long-term employees:
#1 Develop a Full Job Description
One of the first things Daniel taught me was the difference between a job post and a job description. A job post is a broad summary of the opening and the company, whereas a job description is a detailed narrative of the tasks required, the competencies needed to fulfill the role, the pay range, the education and experience desired, and so on. Because I didn’t have a detailed job description, the applicant pool was not providing good options for me to choose from, leading to turnover.
“One of the best ways to make sure you are hiring not only the right person for the job but the right job for the person is to provide as much accurate and relevant information as possible. This is also why whenever I send a potential interviewer the job description I also include the helpful benefit summary overview that Rebecca was kind enough to put together. Additionally, I include some information about Rebecca and Officeheads both from the about section of their website but also some of my own personal reflections in getting to know the group well. The goal should be for new hires to experience ‘no surprises’ and this provides a seamless transition on day 1 and also greatly helps with making the best long-term hires.”
—Daniel Minjock, Connect Search
#2 Ask Behavioral Questions
Now that the applicant pool is filled with qualified candidates, I needed a way to find the best person for the role. Daniel taught me the value of asking behavioral questions—such as: What are your core values? What sort of work culture do you prefer? Do you like to work independently or within a group? Are you a verbal processor or an internal processor? By asking questions like these before you share what it’s like at your company is essential. It allows the candidate to share freely and honestly so you get a sense of that person’s ability to fit your culture. “Asking open-ended questions will develop fuller conversations,” Daniel explains, “and not only help you determine if an employee can do the job, but also help you see how they can fit on your team and within your organization.”
#3 Involve Your Team
Adding a new person to your staff is a big decision, one that affects your whole team. That’s why Daniel urged me to involve various members of the team in the hiring process. My current team members have different perspectives and detect potential troublespots. Their insight has helped build the Officeheads team with the right people who are a great fit. Daniel says this is absolutely key: “Combining different perspectives is an excellent approach to a hiring decision. While I do greatly caution against unnecessarily bogging down interview processes and dragging them out (I recommend the opposite!), when potential interviewers know the process ahead of time and the organization moves quickly to have the potential hire interview with multiple members of the team in a matter of days, the team can then be confident in their consensus, while ultimately providing a better experience to the new hire.”
Choosing the right people for your team is essential for long-term growth and financial stability. If you’ve had trouble taming turnover, you aren’t alone. But you can’t reach your 2022 goals without the right team. Your financial strength depends on it! Are you ready to grow in the year to come? Officeheads knows the way! We can help you apply the processes and resources you need to make 2022 your best year yet.