Watch the video on this lesson:
If you want to grow your team, it’s crucial that you’re aware of the facts below:
- When dealing with people, always be aware that they’ll always do what’s in their best interest.
If you want them to be aligned with your goals and vision, simply incentivize them properly and based on the accomplishment of your business goals.
Find me a company that is dying and I’ll find you a company that has a poor incentive structure.
- Lack of Clarity will turn any A player into a B player, and as you’ll learn over time anything below A players shouldn’t be allowed in a great company.
Processes and Tools to leverage to have a great Hiring Process.
HIRING SCORECARD
This scorecard has been a game-changer not just for the people I’m hiring as it clarifies everything that they need to know but it also helps me think of everything that will help the candidates understand what is expected of them to accomplish their mission.
- Scorecards describe the mission for the position, outcomes that must be accomplished, and competencies that fit with both the culture of the company and the role.
- The first failure point of hiring is not being crystal clear about what you really want the person you hire to accomplish.
Components of the Scorecard
- Mission: The essence of the job - why does it exist?
- The mission is an executive summary of the job’s core purpose. It boils the job down to its essence so everybody understands why you need to hire someone into the slot.
- For a mission to be meaningful, it has to be written in plain language.
- Outcomes: Defining What Must Get Done
- Here you’re describing what a person needs to accomplish in the role
- You should provide a list of 4 to 8 outcomes, ranked by order of importance, which if achieved will make it unreasonable for them not to accomplish the core purpose or the mission of their job.
- Competencies: Ensuring Behavioral fit
- Competencies flow directly from the first two elements of the scorecard. The mission defines the essence of the job to a high degree of specificity. Outcomes describe what must be accomplished.
- Competencies define how you expect a new hire to operate in the fulfillment of the job and the achievement of the outcomes.
- Requirements: Non-negotiables
- Make a list of things that the person must have, know in order to be considered for the role.
Examples of scorecards
WHERE TO SOURCE A PLAYERS:
The same way you do your outbound prospecting is the same way you should source A players, focus on volume, and on the right channels where the A players you’re looking for hang at!
A big mistake I see people making all the time is to try and look for A players on websites like Upwork, you need to put yourself in their shoes and ask yourself where the A players hang at, what is the preferred environment?
I recommend looking for A-players in Facebook groups ( preferably paid ones) and also leveraging your network of fellow agency owners/coaches/consultants, online business owners.
I’ve filled up every position in my company from my network, Facebook, Instagram, and youtube!
Leveraging hiring evergreen video sales letters
You’ll need to generate attention, a lot of it before you find the right people and when you do, you definitely don’t waste it talking to 20-100 candidates, so I recommend leveraging a hiring vsl to filter through the A players from the Bs,Cs,etc.
There are two types of hiring videos:
- Where you simply go over the scorecard and share the compensation plan with the candidates, which will do the job for most of the roles.
- Where you need to literally sell the person on Why they should choose to work for you and not hundreds of other opportunities. This one is needed for Roles like loom creators, sales roles, roles where the incentive is not guaranteed/ paid on performance and where we know that the churn rate is pretty high.
You can find examples of the second one below:
- Hiring vsl creator video: Google doc + funnel link
- Hiring commission-only end to end reps: Google doc + funnel link
- VA hiring vsl: Link
APPLICATION PROCESS:
- We simply get each candidate to answer a few questions related to the role that they’re applying for, you can leverage a google form for the questions.
- Something new that has been a game-changer is asking every candidate to make a 2-3min loom video sharing their story, why they should be considered for the role, etc. This will save you so much time!
- I usually wait for a few days to make sure that we get as many applications as possible and then review everything at once!
- I normally will pick one to three people for an interview ( for sales roles, it’s different) and hire the best one.
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