“Every time I add to the team, I have this pit in my stomach. I’m waiting to find out if it actually pans out. Did I make another mistake?”
“The worst thing about it? He dragged down two of my best employees for a few months before I accepted the loss. What a mess that was!”
“They say to hire slow and fire fast. That’s so much easier said than done especially when you need someone yesterday.”
Small Businesses & Hiring
CEOs know that strategy is important. Regardless of wanting to grow or just maintain a healthy team, what CEOs don’t do is investment in building a sustainable, systemically effective process for choosing their next employee consistently. This is low hanging fruit for anyone that makes a hire more than once a year.
Four Biggest Hiring Mistakes
- The team that hires isn’t big enough nor does it include some of the most important perspectives.
- There is at most just a vague sense of exactly what is needed in a new employee.
- The process for hiring is too short and encourages even more short cuts when a “good” candidate comes along.
- The final choices are made without adequate evidence that the candidate is who they claim to be.
What You Can Expect
Our clients learn our system while choosing their next team member. They build a systemic and sustainable process for making great choices about people – will they work well within the culture and do they have what it takes to do the job. We develop their Unconventional Hiring Team, train them on the The Hire Effect process while writing interview scripts, identifying THE Right Fit, designing THE Obstacle Course, and lear how to spot THE Proof.
What will you gain from doing this work?
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- You will have solid, sustainable practices for choosing every time you need to hire.
- You will build a high performing team that reaches into every part of your company.