7 tips for hiring great staff
Recently I decided to hire someone to join me at Clarity for Christian Schools as a consultant in the US working one day a week. I wrote the job ad and paid to run it on LinkedIn.
Six weeks later I had received 40 job applications—approximately half with a Masters Degree or Phd—and offered a role to a brilliant consultant who is now working with me.
So, how did I do it? And how can you hire great staff, too?
1. Lead with purpose
In 2020, people will be looking for meaningful work. Lead with the purpose behind your organisation to attract people who are inspired by your vision.
- Share your organisation’s purpose at the start of job ads and interviews.
2. Humble, hungry, people smart
These three traits are outlined in Patrick Lencioni’s book The Ideal Team Player. People who struggle in one or more of these areas are challenging to work with whereas people who are strong in these areas make great team players.
- Mention these three traits explicitly in your job ads and assess them in interviews.
3. Core values
What are your organisation's core values? Core values aren't generic, they represent the DNA of your organisation. Usually organisation's have three or four core values.
If someone isn't aligned with your organisation's core values, you want them to realise during the interview process, “Not only would I not fit in here, but I wouldn’t enjoy this role because they’re so fanatical about these things.”
- Have your core values front of mind in the hiring process and make sure candidates are aware that these are non-negotiables. If you don't know what your organisation's core values are, then prioritise finding out.
4. Multi-layered application process
Once people apply, don’t move straight to interviews. Read over cover letters and resumes and send an email to a shortlist with a couple of specific questions. Then, create another shortlist and arrange a 10 minute phone call to get a gut feel which will help you decide who to interview.
- Create a process that gives you as much insight into candidates as possible with the least time required. In my follow up email after someone applied, I asked what piqued their interest about the job, what their DISC, Enneagram, StrengthsFinder and MyersBriggs profiles were (if known) and what they considered to be their most significant accomplishment in life, so far.
5. Group interview panels
When you decide to interview someone, avoid being the only interviewer. Group interview panels are great because you all have different perspe