One thing about mamas… they’re (almost) always right.
Mine has always said that the best lessons come from our mistakes, our rough patches, and being stuck between a rock and a hard place.
And, when it came to hiring for my first businesses… well, you guessed it, mama was right.
If you’ve ever been (or are currently) dealing with employee issues, I know how hiring can take a toll.
You worry about whether the investment you’ll make in this team member will pay off.
You lose sleep thinking about all the ways you could’ve handled something better and changed an outcome.
Your stomach knots up knowing you have to have one of those hard conversations where someone will inevitably leave angry or upset.
But out of all those experiences, I’ve been thankful to learn the key to hiring true talent.
I’m talking about people who will apply their strengths to the job at hand, those you can see fitting into the vision you have for your business, and truly take ownership of their role in your company.
These are people who are going to give you a return on your time, value, and monetary investment and who will stick with you for the long-haul.
Doesn’t that sound like a dream?
Trust me, it can be a reality when you use the hiring process I’ve built out of those lackluster, and yes, sometimes tear-filled experiences.
If there’s any experience you want to skip learning a lesson from first-hand… let this be it!
- How my hiring process has developed out of “bad” hire experiences
- What is a “talent database”?
- Core personality characteristics can’t be taught!
- Why it is important to identify the personality of your team and find characteristics in potential new hires to fit your vision
- How the life experiences of my potential hires can be an asset to their role in the company
With grit + gratitude,