I pity the fool…
…who doesn’t have a system in place to find talented A-players.
I myself have hired people, just to hire them so I could get some help… and then they disappear, stop showing up, stop working hard, fizzle out and/or quit.
This is no good.
Hiring the right employee can 3x your income, but it can also waste a TON of your valuable time if you hire the wrong person.
When you hire the wrong person, you’ll spend 3-6 months training then, and then find out they aren’t a good fit or they are a lousy worker. Then you’ll have to start all over.
This is what you want to avoid.
Luckily, we now have ways to narrow the search down to find A-Team employee’s, and weed out the “tire-kickers”.
You can do the same, and skip a ton of wasted time by following these steps:
- Identify what the position will be -narrow down what tasks you want to delegate
- Advertise for the position – using a certain formula to scare off unqualified employee’s
- Qualify the applicants – with this 2 step process
- Have in person interviews – to see how you mesh
- Decide – and protect yourself if you decide wrong
Let’s run through each one of these.
Identifying the position- This might sound like common sense, but you would be surprised at how many people get so busy, that they just need help and hire someone without first really figuring out what they want that person to do (I’ve made this mistake).
Do you want them handling administrative tasks, phone calls, putting in offers, scouring the internet for deals, knocking on doors etc…?
The type of work you will be delegating will help decide what type person you’ll be looking for….
and what type you’ll want to avoid.
Many people are “just looking for work” so you want to make sure you hire the right type of person for the job (more on this in a second)
Advertise for the position- Once you’ve identified the type of work you will be handing off to your employee you will need to advertise for it.
You can advertise for a position in places such as:
- Local Newspaper
- Social Media -Linkedin, FB, Instagram, twitter
- Your network- (email blast announcing your hiring, talk to others in industry)
These are only a few of hundreds of ways you can advertise for this position.
Qualify Your Applicants-This one is a 2 step process and is the “secret sauce” of this process
1). In the advertisement for the position, you are going to ask each person to send in a short 30 sec video clip on why you should hire them. This will do 2 things:
a). It will get rid of the lazy people who arn’t serious about the position
b). it will make sure that the person you are hiring is either technologically savvy, or willing to put in the time to learn how to submit a video which means they are a go-getter and a problem solver.
After you sort through the video applications you will choose who you want to send the next step too.
2). The next step is for them to take the Kolbe A Index Test and/or the Myers Brigg test.
a) Kolbe A Index Test– This test tells you what your natural abilities are and what your natural mode of operation is. You’re going to want to hire people whose natural abilities mesh with the position they are applying for.
It costs a little bit of money but is well worth it. CLICK HERE to take this test
b) Myers Brigg Test-This test categorizes people into 4 Major Categories and 16 Subcategories. CLICK HERE to take it for FREE and find out what you are.
Using these tests to sort through people will help you find people who will be working with their strengths in the position you are looking to fill rather than doing something that’s not a good fit for their personality type.
Have In Person interviews– when you sorted through the test results, you will be able to identify who has the personality type that will best fit with this position.
If your looking for someone to do administrative work..clearly you don’t want to hire someone who rates low on organizational skills…. you get the idea.
After you made your list of “cream of the crop” potentials, you will have them come in for an in-person interview.
Now you only have to spend time infront of a few people who are all qualified, want the job, and who are go-getters.
Decide– After all is said and done, you will have to decide on who to hire. You may like a few people so this may be difficult for you. Go with your gut.
And remember for the people you didn’t hire- these people are well qualified applicants…. send them to a friend/colleague who is looking for work or help make a recommendation. Everyone is always looking for good help… good help is hard to find.
Lastly– whoever you hire… you will have them on a 3 month probation period where if for any reason it doesn’t work out, you can let them go.
Look into your state’s laws to make sure you do this correctly.
If you follow all these steps you will be less likely to waste your time on bad workers.
And if you follow these steps and it still doesnt work out… maybe it is just a bad industry for the person… you can refer them to another job in a different industry and think of it as helping them out because this is not the industry they can excel in.
So get out there, and start hiring.
Once you find your A-Team – the sky is the limit!
****BONUS: In this day/age you may not need to hire anyone at all. Many things you can hire contract employee’s and virtual assistants from all over the world for as little as $5.00 USD. We hire people on Fiverr.com all the time for $5.00 to do data entry, mailers, logo creation, book design…and so much more!
Chris M Cordova
CFO Better Tomorrow Group
Chris is an active investor, Realtor, Broker, marketer, serial entrepreneur, and co founder of Better Tomorrow Group. Follow Better Tomorrow Group on Instagram @bettertomorrowgroup on Twitter/Periscope @TheBTgroup and Facebook at Better Tomorrow Group. If you would like aFREE copy of Flipping Your Thoughts On Flipping Follow this LINK.