What to do Before You Hire: A Path to Building the Perfect Team

Today, we're diving into the essential steps you need to take before hiring someone for your business. You know, we often hear about the interview process – the questions to ask, how to conduct the interview, and all that good stuff. And trust me, it's super important. But there's a whole world of preparation that needs to happen *before* you even get to the interview stage. That's what we're going to unravel today.

Honest Job Descriptions

First things first, let's talk about crafting an honest-to-goodness job description. It might sound like a no-brainer, but let me tell you, it's where many entrepreneurs slip up. Be straight up, don't sugarcoat, and definitely don't create a picture-perfect position that doesn't exist. Why? Because each one of us is unique, with our own talents and desires.

For example, I absolutely love creating websites, but not everyone on my team shares my passion. So why pretend they won't have to get their hands on web design? By being truthful in your job description, you can avoid interviews with people who are totally not the right fit.

Make sure to mention the compensation as well. No need to interview someone who's seeking a salary you can't afford. Honesty, my friends, it'll make your life a whole lot easier.

The Power of a Secret Question

Here's a little trick I picked up from Natalie MacNeil during her Business Mastermind – add a secret question to your job description! This secret question serves a valuable purpose: it helps you identify individuals who are incredibly detail-oriented.

Detail-orientation is a big deal for me, and it might be for you too. It's those little things that make all the difference in business. So, when crafting your secret question, think about what truly matters in your line of work.

Don't complicate it, though. It could be something as simple as "Tell us your favorite flower." The catch is, if they read it and respond, they're probably detail-oriented. This small addition can work wonders in ensuring you're hiring the right fit for your team.

Clear Instructions for Applications

When it comes to receiving applications, set clear instructions. For instance, we often use Indeed to post job openings, but we prefer communication via email. It just makes it easier for my business partner and me to review resumes together.

So, we put it right there at the bottom of our job description: "No need to respond via Indeed, please email us your resume." But here's the cool part: we throw in an extra step. In their email, we ask applicants to tell us why they specifically want to work for our company.

This weeds out candidates who are just mass-sending resumes to anyone and everyone. We want individuals who've taken the time to know us, and that extra step helps us identify them.

The After-Interview Process

Now, let's talk about what happens after the interview. You've found the perfect fit, and you're ready to bring them on board. Fantastic! But have you thought about what comes next?

Who's going to handle the paperwork, set up the payroll, and introduce the new team member to everyone? Having a well-defined process for these tasks can make the transition seamless and less chaotic. We've even got a beautiful Google folder with all the necessary documents, and we ask new hires to fill them out before their first day.

The Handbook

No, it's not about being super corporate and rigid. It's about having a handbook that keeps things crystal clear. You see, I learned this lesson the hard way. We had an employee who didn't quite understand our stance on certain issues and, long story short, it led to some unpleasantness.

So we had to scramble to create a harassment policy, ensure everyone read and signed it, and it was all because we didn't have one in place before. Trust me; it's a headache you don't want to experience.

But that's not all the handbook should cover. Think about dress codes, communication policies, and how you handle disciplinary actions. By being clear about expectations, you create a "yes zone" for your team, and they'll know exactly what's required.

Core Values

One more thing for the handbook – core values! We've got ours, and they're an essential part of our team and business. They're the characteristics we look for in our team members. For us, these values are: Quality is Key, Bringing Beauty into Every Interaction, Ownership, Innovation, Teamwork, Community Over Competition, and Reliability.

These values help us find the right people and set the standard for our team's behavior. And let me tell you, it works wonders. We've had employees who didn't quite understand their role until we pointed to the handbook and said, "This is what we expect."

But that's not all, my friends. If your handbook covers your culture and values, it's also essential for your team members to live and breathe these values. It's the secret sauce that keeps your team cohesive and thriving.

Handling Challenging Employees

Now, what if you're facing challenges with an existing employee? It's time for those uncomfortable conversations, but hey, we're doing it with heart and authenticity!

We don't rely on corporate jargon; instead, we have an honest chat. We let them know the concern, ask for their perspective, and relate it back to our core values. Say an employee has been late – we ask them why and then gently remind them that punctuality is a core value. It's about trying to see their point of view and working together for a solution.

And what if you find yourself having several of these conversations? That's when it's time for a Performance Improvement Plan (PIP). It might sound corporate and un-fun, but it's necessary. A PIP outlines the issues, what needs to change, and how progress will be tracked.

And here's the kicker: it might make them realize your business isn't the right fit, and they may decide to move on. Be prepared for this possibility. Gather their access items swiftly, including passwords, keys, and name tags. Keep control of access to any company resources to avoid any issues.

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Remember, it's all part of the process, and it's genuinely more confident and authentic. If you've tried everything but it's not working out, don't hesitate to let go.

I'll be honest; it's awkward and uncomfortable. It's not a fun part of being an entrepreneur, but it's a crucial one. Through these processes, you'll become more genuine and confident, and that will make your journey smoother and more enjoyable.

I promise you; you'll be happier if you invest in these steps before hiring.

Alright, fabulous entrepreneurs, you're armed with the essential steps to take before bringing new team members into your business. Trust me, these steps might save you loads of time and headaches down the road!

Remember, while this blog gives you a solid foundation, if you want to delve even deeper into this subject, I invite you to tune in to my podcast, "Becoming with Briana Hanson," available on Spotify. There, I explore these topics in greater detail, and you'll find a wealth of insights and tips to help you navigate the entrepreneurial journey.

If you're facing specific challenges or need personalized guidance, don't forget that you can schedule 1-on-1 coaching sessions with me. Together, we can tackle the problems unique to your business and help you reach new heights.

So go out there, be authentic, build the right team, and watch your business flourish! You've got this!