The exact method that seasoned employers use to successfully hire for roles they don’t understand.
The right way to research what responsibilities the new role will have (it’s not google).
Why it’s a bad idea to copy and paste a job description from another company.
A process that allows you to select for the right skills AND the right personality.
The big mistake that almost every employer makes when they first hire for a role they don’t understand.
What you need in place before a new hire starts that fosters loyalty and eliminates frustration.
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At some point in your company’s growth, you’re going to hire people for positions you don’t fully understand.
It’s no reflection on your intelligence, it’s simply a fact of the business landscape. Can you fully explain the intricacies of an operations manager? How about an executive assistant? Or a marketing manager?
The trouble is, you need the best of the best to grow, and unless you have a firm understanding of the position you need to fill, you won’t be able to find or retain the ideal candidate. You may even wind up with the worst.
On this episode of Contractor Evolution, our hosts outline 5 of the biggest mistakes made when recruiting for a role for the first time. Igor talks from personal experience, having made these mistakes during the early days of building his own business.
Igor is joined by Dr. Ken Keis, an expert in leadership and personality assessments, and whose Consulting Resource Group has helped more than 50,000 organizations worldwide improve employee satisfaction and productivity.
First Mistake: Not taking time to learn about the position you’re hiring for.
This is arguably the worst of the five mistakes you can make, as it almost guarantees you won’t find the candidate who is ideal for your business.
Ken suggests that ego is often the culprit. “Understand that to be an expert on every part of your business is not a reasonable expectation,” he says. “It’s okay not to know.”
Once your ego is nullified, you might have to do some legwork – literally. “Often the only way you’re truly going to learn about a particular position is to talk to someone outside of your organization,” Igor says, adding that he has travelled out of town and spent many hours talking to specialists in order to properly prepare for recruitment drives.
Second Mistake: Failing to tailor what you’ve learned about a specific position.
In other words, you need to develop a position required by your company in terms of its deliverables, in order to ensure that it serves your unique business circumstances. “You’ve done your homework about how a certain role works, now you need to adjust the template,” Ken says. “Otherwise you’ll wind up with something generic, which will cause problems down the road.”
Third Mistake: Failing to distinguish between the structure of your job candidate’s role and his/her personality.
Ken says, “How is the candidate going to go about doing his/her job?” After all, your personality is inextricably linked to the way work is carried out – and certain aspects of that personality might not be a good fit for your business.
When the duties of a particular position are well defined, it becomes relatively easy to determine the corresponding personality profile and what the parameters of desirable behaviour should be.
The takeaway: vet your potential new recruit just as thoroughly for who they are as what they can deliver.
Fourth Mistake: Burdening your new recruit with an unreasonable scope of work.
This is the ‘this whizz kid can do it all!’ syndrome. Igor says, “You see this expectation in administrative positions, marketing positions – you name it.” He adds that the assumption that someone can take care of everything stems partly from not knowing the intricacies of that person’s role – and therefore underestimating what’s on their plate.
Ken suggests creative thinking may help: “Maybe the role requires two people. Or maybe it needs two part-time positions versus one full time. But whatever you do, don’t overwhelm the person you’ve hired, because you’ll wind up frustrated by the resulting job performance.”
Fifth Mistake: Failing to effectively onboard a new recruit.
Igor says, “As is the case with the first mistake, you’ll either need to find someone inside your company or externally to help get a new person onboarded. You need to think through onboarding very early on, because you’re going to have a problem training that person when you don’t thoroughly understand his/her position yourself.”
Ken adds, “Onboarding is part of the hiring process. And most people just sort of forget it.”
Igor and Ken are prime examples of entrepreneurs who have not only learned from their mistakes but also explored the nature of their mistakes, in order to help others avoid the pitfalls of hiring for positions they’re unfamiliar with.
Their insight makes for a compelling episode of Contractor Evolution, so take time out from your recruitment drive and check out what they have to say.