You want to bring employees into your organization who are dynamic, brimming with energy and eager to grow your business. In other words, you only want to bring in the best. You know that if you have the right team around you, success will be unlimited. Your staff doesn’t just reflect your company, they make your company.
Research suggests that we become like those we hang around with socially. Want to get in shape? Spend time with an athlete. Want to be happier? Spend time with those who have a positive, bright outlook. With work weeks of 40+ hours, these facts apply to who we work with as well.
So, as you can see, it is indeed crucial to bring in staff members who act as a cohesive, winning team. These team members should capitalize on each other’s strengths, and help minimize weaknesses.
But how do you find these competent, energetic, happy unicorns? Don’t worry. We’ve got your plan in place.
Bring in the best! How to Hire and Keep Rock Star Employees
Seriously – look. Always.
Let’s say you have a full staff. They’re working together okay. You have few fires to put out, things are getting done. You’re set, right? Why bring in someone new?
Are you willing to settle for “okay” when it’s your business? You put your heart, sweat, and tears into this. You deserve employees who are on board with you and want to row to the same destination.
When you’re in the middle of the ocean, it could be difficult to ask someone to walk the plank. Especially if you’re a new entrepreneur, you’re really happy to have employees at all! Even if they’re not the best. They’re yours, and you want to keep them. A certain bit of sentimentality, loyalty, or emotion could be involved.
You’re not being asked to fire anyone. Not just yet. Just keep your options open. Way open. Not all employees apply. Not all employees come to you. Believe in fate. You could be purchasing tickets at a box office from your next rock star employee. Your rock star employee could be delivering your mail or cashing your check.
If you meet someone and they spark an interest, bring them in for an interview. If the interview goes well, you have an option.
Think outside the box.
This point plays off the last. If you’d never considered looking for employees as openly as suggested by the previous tip, you’re missing a lot of opportunities. Likewise, if a hopeful employee comes to you with a less than traditional background for your industry, you could be watching the best thing that ever happened to your business walk out the door if you turn them away.
Your employees bring diversity to your business, and that’s a good thing. Staff bring a diversity of opinion, experience, culture, and background. If you’re holding in mind some single, perfect idea of a job candidate, you are not allowing that diversity to come to you.
When posting your job availability, encourage applicants to go for it even if they don’t meet the guidelines perfectly. Allow for life experience to count, allow for grit to count, allow for that special spark of something to come alive even if the resume is less than stellar.
Make sure they mesh.
That’s mesh, not mash. You can’t shove a square peg into a round hole, and you can’t force a new employee to fit in with your staff. And that may be for the best. Think of your current employees as goalies. They’re going to knock out any puck that doesn’t belong. While you never want to tolerate bullying, it’s a good idea to pay attention to how well your staff is blending. The sore thumb will stick out fairly clearly if you keep your eyes and ears open and encourage your staff to communicate with you.
Your staff has a vested interest in their workday running smoothly – if there’s a worker who is causing problems rather than providing help, your staff will let you know. Of course, that’s only if they trust you. Make sure your open door policy is communicated sincerely and frequently. Ask specific questions to let employees know that you’re open to honest answers.
Bonus: Take this tip one step farther! Consider inviting an employee to participate in the interview process for prospective hires.
We tend to presume that people are looking for a job because they want to earn some money. And sometimes, that’s good enough. However, money is usually not enough of a motivator to bring the best out in your staff members. And if your new hire is solely motivated by the compensation you’re offering, they’ll be out the door if someone offers them more.
What you’re looking for is someone who is excited by your business, or the people already involved with your business. You want someone who believes in what you’re doing and can express that belief sincerely to customers or clients. We tend to work hardest to hold up our own principals and beliefs – way harder than we’ll work for money.
Find out what is motivating your potential new hire to come specifically to you for an interview. How much do they know about your company? What are their own goals outside of work? Do their personal goals and your goals as a business seem to line up? Your basic question should be: Why are you here? Not just for the interview, but for their entire career as your employee.
Rip up the resume.
You bring the person you’re interviewing back to your office and close the door. They sit down in the smaller chair across from your desk, while you take your seat in the bigger, executive chair. There’s a resume on your desk. You spend a few minutes looking it over and go down the line to ask them questions about each item – the degrees they hold, schools they attended, previous jobs.
It’s a pretty familiar scene, and actually, a pretty clinical way to assess someone. With everyone presenting the same information – when they all literally bring in the same script for you to go by, how can you expect to make any changes in how, and who you hire?
What if, instead of following the script, you ripped it up? Pretend you’re late night talk show host Craig Ferguson, who made a signature and ritual out of ripping up the questions provided to him for his interviews with guests. See if you can get real, and get a better sense of who is sitting across from you by going off-script. Ask questions as you’re led to ask them, following only your own curiosity. Try having a conversation instead of conducting an interview.
Throw a curveball.
One way to find out what someone is truly made of is to do something unexpected. We often behave in a way that is more true to ourselves when we’re just the slightest bit nervous or thrown off. The goal is to get a tiny taste of how your new hire might react to just a bit of pressure.
There’s no need to use interrogation tactics. You don’t need to turn the heat up in the room or shine a light bulb in their eyes. That would be weird. What you can do is hold a group interview instead of interviewing a single prospect. You can also present the client with intriguing “What if” questions that are real thought-provokers, unrelated to the job.
This is also an opportunity to show the new hire who you are. Share and share alike. Be willing to be vulnerable and honest in the interview – this in itself will be a huge curveball. Interviewees are used to business owners holding their cards close to their chest. You’re asking the potential hire to share their information with you, turn the tables just slight to share about yourself. This might bring an openness from the interviewee that you didn’t expect, and wouldn’t have gotten otherwise.
Hire the Best Employees, Use the Best Tools
Once you’ve hired the best employees, bring in the best way to pay them. PayWow is a payroll service that works perfectly to not only pay your employees and contractors but also smoothly cover time management as well as tax compliance.
Bonus: Watch this entertaining clip of two powerhouse entrepreneurs to find out how they select the best employees. Hint: It’s sneaky!
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