Hire Better People Faster, with Jeremy Macliver

Imagine you’re in the mind of someone applying for a job at your company. Are they seeing the real picture of who you are as a team and as a business? Why would they want to work for you? Shannon Waller invites Jeremy Macliver, author of Hire Better People Faster, to explain how to draw the right people into choosing to work for you. Jeremy’s Core Fit Hiring System flips the usual HR process of “hunting” or “farming” for talent to “fishing” amongst the best candidates. Download Episode Transcript Show Notes: FINDING AND HIRING GREAT TEAM MEMBERS How do you attract passionate people who may not have traditional qualifications but align with the company’s values? The Core Fit Hiring Process begins by getting clear on what the company’s core values and vision are. DIFFERENT MODELS FOR HIRING Most companies focus on “hunting” or “farming” methods of finding talent, which are both expensive and take a long time. Jeremy’s Core Fit Hiring Process instead focuses on “fishing”: creating an attractive job offer that appeals to the right type of candidate. Company leadership must do the exercise to define core values and vision even if they think they already know this information. LIKE ATTRACTS LIKE Be fully authentic in articulating your business’s core values and identity, and those candidates who resonate with and share your personality will show up. Compensation being equal, people would rather work for a “why” they’re aligned with. Even companies in industries like steel manufacturing, that were initially skeptical of defining core values, have found the exercise helps connect the team when leaders share what really matters to them. THE 6-STEP SYSTEM Find, Automate, Interview, Onboard, Engage, and Assess. Three main sections of the book: Attract, Onboard, and Maintain. TREAT RECRUITING AS MARKETING Sometimes teams have to lower annual goals not because of a lack of clients but an inability to hire enough team members. Recruiting talent requires treating it as a marketing priority and involving all team members. Why not shift recruitment to the marketing team instead of HR? JOB DESCRIPTIONS AND JOB ADS Make your job ad exciting and clear about what the role is. Keep job ads to 1,500 words to get search engines to recognize them but still stay concise. Be direct in job ads about the company culture: Mentioning a fast-paced, hard-driving environment screens out candidates who don’t want high-intensity work. More people should be repelled from your job ad than attracted by it. Reinforce this in the interview stage. Focus less on compensation and benefits, and more on a why-driven mission and culture where candidates will fit in. 2-4-12 LAUNCH FORMULA To improve onboarding success, outline expectations and responsibilities over the first 2 weeks, 4 weeks, and 12 weeks for a new team member. The process of the 2-4-12 Launch helps to gradually transition responsibilities versus an abrupt shift, which sets new hires up for success and avoids blaming failures on lack of training. HOW TO RETAIN BETTER TEAM MEMBERS Focus on retention so that current team members are not leaving while you’re trying to grow the team. Deliver on promises to team members to retain them. Ensure alignment between a company’s values and a team member’s values. Not having the people you need is a real obstacle to growth and thinking bigger. Resources: Hire Better People Faster by Jeremy Macliver Kolbe EOS®: Entrepreneurial Operating System Visual Thinking by Temple Grandin 10x Is Easier Than 2x: How World-Class Entrepreneurs Achieve More By Doing Less by Dan Sullivan with Dr. Benjamin Hardy Who Not How: The Formula To Achieve Bigger Goals Through Accelerating Teamwork by Dan Sullivan with Dr. Benjamin Hardy Start With Why by Simon Sinek Team Success Handbook by Shannon Waller Multiplication By Subtraction by Shannon Waller