When I tell people that some of my top team members never sold a thing before working with me, I’m often met with a look of bewilderment.
I’ll admit, my method rails against what we’ve typically been trained to think is the way hiring “should” work…
Create a job description, post it in and on every outlet people in your area look at, put a “Now Hiring” sign out front and cross your fingers that the right fit will apply.
When you see it spelled out like that, it sounds like betting all your money on red, doesn’t it?
In episode #167, which is Part 1 of me walking you through the Talent Remedy process, I discuss my non-traditional approach to hiring that’s focused on mining my network for the best fit rather than casting my net as far as I can throw it.
If you haven’t listened to that episode yet, I recommend giving it a listen first, then coming back to this episode.
Once you’ve done that, you’ll see this episode is the next step in taking those people you select (in addition to others you may find through a more traditional job posting) and putting them through your tailored process for hiring and setting them up for success on your team.
Trust me, I call it the “Talent Remedy” for a reason, it’s because you’ll never bring new team members on the same way again, and most importantly, this process also means less employee turnover and repeat hiring in your future.
- How to develop a hiring process {and how to read through more than just a resume!}
- Ways to deal with “cold traffic” hiring
- Why I decided to hire someone with no certifications or experience…
- How I was able to protect myself while paying to certify my inexperienced new hires
- Why I empower my managers and why I reward for referrals!
With grit + gratitude,
Lisé
