How to Hire Great People for your Company and Leadership

Good hiring decisions are critical to the success of your organization. In reality, no one has a 100% batting average when hiring.

In this podcast, I share the Seven Steps to Hiring Great People for your company. The how-to manual effectively interviews and selects the right person for the right job.

Your business is only as good as your employees. Every employee represents a facet of your business to clients and the community from the front desk to the executive offices. Hiring the wrong person can cost you more than just money.

Managing the people in your company takes time, but dealing with a “poor performance” employee can take up to 70 percent more time than one with “good performance”.

When you hire the right people, you can focus on the big picture - running your business - rather than worrying about smaller details.

 

Hiring takes time, effort, and money, but did you know hiring the right people can save you money?

 

Uninformed managers take a “go with your gut” mindset when choosing a candidate, but a wrong hire can find you scurrying to replace someone you hired on a “hunch”. This equals spending additional money.

When it comes to wasted payroll and lost sales, you could be losing upwards of 25 percent of the annual salary for the role you’re attempting to fill. Hiring the most qualified candidates means new employees are able to hit the ground running and begin making valuable contributions to the company.

No business is an island. Businesses thrive when teams work together toward a common task or goal. Strong team players will contribute to your company’s culture, just as bringing in the wrong person will disrupt it. Additionally, replacing a bad hire shortly after they begin working with you can cause existing team members to feel unsettled, leading to lower productivity.

As a Results-Driven Manager, you cannot afford to make any hiring mistakes by taking shortcuts.

You must have a sustainable, successful process to build a successful team. Before interviewing, you must first develop a list of competencies, job requirements, and evaluation criteria.

Then, plan and time block the days and times for you and other peers involved in the interview process. Schedule interviews into dedicated times for first, second, and third-level interviews, as warranted. Create this schedule over a minimum time; three days is a target. Then, evaluate the candidates at the end of the interview period. This process will eliminate the loss of desirable candidates due to delays.

Avoid these hiring mistakes and follow the Results-Driven Hiring methods, and it will put the odds in your favor for successful hiring outcomes.

Want to Hire Great People? Let's Start Now!

Hiring the right person is essential. Your business is only as good as your employees. Every employee represents a facet of your business to clients and the community, from the front desk to the executive offices. Hiring the wrong person can cost you more than just money.

Managing the people in your company takes time. But dealing with a ‘poor performance’ employee can take up to 70 percent more time than a ‘good performance’ member of your workforce.

When you hire the right people, you can focus on running your business rather than worrying whether employees are getting the job done and done right the first time.

Contact Us For More Information

 

Hiring takes time, effort, and money. But did you know hiring the right people can save you money?

 

Uninformed managers take a “go with your gut” mindset when choosing a candidate, but a wrong hire can find you scurrying to replace someone you hired on a “hunch,” which means spending additional money.

When it comes to wasted payroll and lost sales, you could be losing upwards of 25 percent of the annual salary for the role you’re attempting to fill. Hiring the most qualified candidates means new employees can better hit the ground running and begin making valuable contributions.

No business is an island. Businesses thrive when teams work together toward a common task or goal. Strong team players will contribute to your company’s culture, just as bringing in the wrong person will disrupt problem-solving. Additionally, replacing a bad hire shortly after they begin working with you can cause existing team members to feel unsettled, leading to lower productivity.

As a Results-Driven Manager, you cannot afford to make hiring mistakes by taking shortcuts. You must go beyond the minimum efforts of most average or underperforming managers who treat this responsibility as a task.

Vaughn is the co-founder of Results-Driven Leadership. He is a leadership development expert, podcaster, and author. His methods are brought from his real-world experience working on the front lines and living the role of being a high-impact leader and manager. His coaching and training programs offer no theory, just common-sense advice, and direction. He is a former executive with Carmax, the world's largest and most respected company in the auto industry, and is a Fortune 100 Best Places to Work.

Vaughn's mission is to improve the impact of executives and other managers by increasing their knowledge, skills, and abilities.

His motto is "No matter what business you're in; you're in the people business."

Get a Free DISC Assessment

 

Stay Connected with Newsletters and Updates

Join our mailing list to receive our team's latest news and updates. Don’t worry; your information will not be shared.

We hate SPAM. We will never sell your information for any reason.

 

Learn More About Our Online Training Courses

 Visit Our Website

Contact [email protected] for a Free Consultation

LinkedIn