Remember the Where’s Waldo books as a child? It was always a struggle finding the little guy on each page. You’d spend hours searching up and down, back and forth, in one section, then another…with no luck. Finally, you step away, return to the page and spot him right away. The process of finding and hiring the right talent for your business is somewhat similar. It’s a process-driven approach with an end goal to generate revenue and grow your business. Let me help you find your “Waldo.”
Use Multiple Channels
Our business uses multiple channels to identify talent from online applications on our website to posting open positions on job boards. Having multiple ways to extend opportunities to job seekers to submit resumes allows different types of candidates to come to you, rather than you going to them. Using multiple channels opens doors to gather a more diverse range of candidates with equally diverse skill sets and qualifications. This gives you, as the hiring decision-maker, the ability to make an informed decision about who is the best fit for the position to help grow your business and boost revenue.
Implement Testing Phases
Though a somewhat non-traditional method, testing possible candidates works! In our testing phase, we send candidates an audio file and they’re asked to transcribe it accurately in 45 to 60 minutes. The length of time it takes to complete the project and accuracy of the final product allows us to gauge dedication, desire for the position, English and grammar comprehension, as well as overall skill level. Part of the testing phase includes sending candidates a small project, which allows the candidate to put their skills on paper to the grindstone and demonstrate their abilities in a real-world work setting.
For startups and smaller businesses, this method may work well because, like me, we don’t have a lot of time to train and teach new employees. Hence the testing method allows us to see if these candidates can immediately start doing their job with minimal guidance once they’re hired. It sounds like a pain in the beginning, but trust me, it works! The testing phase, if completed successfully, is also an indication of drive and determination, two important qualities in a new hire. If they’re willing to go through the testing phase, they’re likely willing to use their skills to grow your business from both a culture and revenue standpoint.
Look Beyond the Resume
With any new employee, not everything you need to know about him or her is written on paper. Sometimes, it’s the characteristics not easily recognizable that can make or break your decision to hire someone. Hiring managers should look for individuals who are highly motivated with good communication skills. Whether you work with a virtual team like our business, or work with others in an office setting, you can easily gauge motivation and communication by their ability to submit applications on time, be prompt and act professional on the phone and in emails. In many cases, this is revealed during the face-to-face interview as well. Look for non-verbal cues in addition to verbal cues to see if their personality and demeanor are good fits for the company culture. Professional dress appropriate for the industry, eye-contact, gestures, and posture are all important factors and ways to identify strong candidates. Looking beyond the resume helps you see the bigger picture of how the candidate will fit into your business as a whole.
Incentivize Employees
One way to ensure your top candidates stick around for a long time is to incentivize them. There are numerous ways to do this whether that’s treating employees to lunch or offering them a pay increase. Some businesses might consider offering employees incentives dependent on their length of time with the company (e.g. three, six, nine, 12 months). Not only does this give them something to look forward to, but it also motivates them to do well at their job and produce results for your business.
Begin implementing any of the above recommendations, and you’ll start to see the benefits. And if that isn’t enough, ask yourself these questions:
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Do I have to have this person or can I do it in-house for the time being?
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Can I truly afford this right now as I stand with by bottom line?
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Will this person or position fit with my company?
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Will the existing employees be able to work with this new person/position without disrupting the flow of operations?
Like finding and keeping any new hire, give them opportunities to invest in more than just work deliverables in your business. Make sure they understand that your business is part of a team effort and if one fails, all suffer. One way we do this is by sending out welcome letters to new hires where all expectations and bottom line goals are laid out. Some companies may offer an orientation for new hires. Whatever it is, now that you’ve found your “Waldo,” it’s time to make sure he stays with you to grow your business.
The above recommendations have helped our company identify loyal employees. They are individuals who have great rapport with our clients and they enhance our company culture overall. It is important to keep in mind that revenue-generating employees are only a small part of a successful company. The new hire process also reveals a lot about the candidate’s fit within the company’s culture and relationship with his or her teammates in a professional environment—all components of which help contribute to the growth of a business. Though it may be hard to swallow, high revenue is not the sole indicator of business success. However, hiring talent that is dedicated, respectful, and mission-driven is certainly a step in the right direction.