so there comes a point in every business where we physically cannot manage everything ourselves
anymore we need to hire somebody to either fulfill our service to send out our products to manage our
sales process whatever that may be within your business depending on what you're actually doing
there comes a point where you physically cannot do things yourself anymore and so we need to identify
that need within the business but a crucial mistake i see many business owners make is they
hire too early before there is actually a need to hire somebody they hire based on laziness or based
on their lack of desire to be working themselves okay they try and pacify their business before
they are actually in a position where the revenue can sustain that kind of a model
and so you need to assess before you even think about hiring within your business is there a
hiring need where am i feeling pain within my company right now and if i hire somebody will it
feel that pain will it fill that void and help me to proceed on scaling this business to new hives
for example in my social media marketing agency the affluent agency there came a point where i was
outreaching so many businesses and signing up so many new clients that i could no longer physically
fulfill the service myself whilst maintaining our sales process and so my sales started taking a hit
and therefore i was in a dangerous position where my pipeline wasn't remaining full so i needed to
hire somebody who could actually begin to fulfill elements of my service that were time consuming
for me i felt the pain and then i filled it with a band-aid okay step number two writing the job
description so we've established that there is a position that we need to build let's say we're an
ads agency and we need to hire somebody who can fulfill our ad service for us or we need to write
that job description well the first thing we need to do is actually assess what we are doing whilst
we are fulfilling that role ourselves what is it that we are doing on the day-to-day to actually
fulfill whatever role it is we are hiring for so spend the day almost mirroring yourself and as
you are working write down all of the things you are actually doing write down all of the tasks you
are fulfilling and try and get an idea of the time it is taking you to actually fulfill them as well
now i'd recommend using a tool like time doctor which is a time tracking tool which will enable
you to actually manually input when you're working on different tasks throughout your day and in
doing that you will very quickly get an idea of what the role you are hiring for actually entails
and how long it should typically take somebody to fulfill that role because it's all well and
good hiring a new person and telling them hey you need to do this you need to do that you need to
send emails you need to run some ads but actually you don't know whether that person is going to be
working at their full capacity if you don't assess what your capacity is through you fulfilling the
role yourself so document that entire process and then when you write the description the task
list is way more accurate now it's also very important when we're writing a job description
that we include elements of our company culture let the applicant know exactly who we are looking
for now for me it is very important and i'll come on to this later on that we at the affluent agency
hire based on personality and not based on skill skills can be taught personality cannot people
who work with us need to be a solid culture fit we make it clear that we're only looking for people
that are self-motivated that are disciplined that are driven and these are all things you
want to include in your job description so when your potential applicants are actually looking at
that description they can be mentally ticking through whether they are the correct person
and whether or not they should actually apply okay so step number three advertise the position now
there are a number of different ways a number of different resources that you can use to actually
put out a job application i personally use a website called typeform to create a very simple
application form and i'm then posted across our personal brand and i will also share that
on linkedin okay now you could do the exact same thing create an application if you have a bit of
an organic following or as an alternative you could use a job hunting website in your local
area or you could even use linkedin now linkedin is of course a business based social media
platform but it has an incredible hiring system built within it i've used it many times myself
and had a lot of success you simply put your job description your title but how much you're
willing to subsidize someone and you can run ads on that job post so linkedin will distribute it
as an ad that's what i would recommend you doing and putting a budget of around five to ten pounds
per day over the course of a week you're gonna get a lot of applications to whatever role
you are advertising for cool step four actually reviewing those applications so we're getting
some applications coming through we're trying to decipher who is it we're looking for okay how can
we actually find the correct kind of person well the first thing that we do when we are reviewing
new applications for a new role let's say we've got hundreds of applications we will go through
and we will delete all of the lazy ones anyone with one word answers or somebody that hasn't
even put in the effort to fill in the entire form we will get rid of straight away we won't even
bother reviewing the application because if you're applying for a new role this is the time where you
should be investing the effort and if you cannot even make the effort when applying for a new job
that's a reflection of your character what kind of effort are you going to put in if you actually get
the job it's just not even worth considering now a quick bonus for you something that you should put
in your actual application job post a question that we always ask is why do you think you're a
good fit for affluent.com or your company name why do you think you're a good fit for our company now
this is a great question for you to add to your application which is going to give you
pretty much all the information you need as to whether or not this person is going to be a good
culture fit or not before you actually speak to them this is also a great way for you to be
able to review your applications very quickly because lazy people will fill in that question
very easily you can just delete them and move on to the people that have actually filled it
in with at least a couple of sentences or a couple of paragraphs as to why they think they are a good
fit so make sure you add that question in your job application okay so moving on step number five
is the initial screening process so i've got some applications through okay we've deleted all of the
poor ones we're starting to look at them some of them are going to be calling out to us follow you
guys on these you're going to be looking for these applications some people will just call out to
you we want to go through an initial screening process okay so we want to look through those
applications more rigorously and start assessing their experience and start assessing whether or
not we deem them to be a good culture fit based on how they have actually filled in our application
because what we're gonna try and do here is we're gonna actually build together a list of maybe five
or ten applicants depending on how many people have been applied for your role and depending
on how large this role and how integral this role is to your company but if you aim for between five
and ten applicants that you are going to take through a screening process people that you are
going to choose as your short list okay and these are people that you're going to consider for an
interview okay so you want to be really rigorous with the way you are analyzing the application and
their past experience and their cv okay to assess whether or not they would be a good fit for your
company because we do not want to be interviewing 10 20 30 different people ideally we want to be
interviewing five strong candidates for any role that we are hiring for if you are struggling here
and you've got a lot of people that you're kind of bumming and are in between you could even send
out a question to all of your top applications a question that i like to ask sometimes when
i'm stuck on hiring is what are your goals for the future okay and you can really assess from someone
whether or not they're going to be a good culture fit for you based on that question and whether
or not they're just looking to jump onto your job and move on to the next and build up their career
or whether they actually have the passion and determination to stay within your company and
build through your startup okay so great question to us try and get down to five people for an
interview the next step of course number six is the main interview itself now what we don't
have time for today is to go through our entire interview process at something we could reserve
for a future video and if you're interested that's included in our agency training program the
affluent academy there's link in the description but one thing that is very very important for
any interview is that we have a diversity across questions and we are asking tactical questions
and as business owners we are very prepared okay for this interview itself we want to leave that
interview having all of the tools we need having all of the questions answered that we need have
answered to tell us whether or not that person is going to be a good fit for our role okay now
i like to segment this out into three different areas okay right at the start of the interview
i like to have a bit of small talk okay i want to get an idea of the kind of rapport i can build of
this person i want to really establish do i see myself getting along with this person i like to
build a friendship with all the people that we work with okay because i think that builds a
nice culture within your company and so i'm gonna establish this is the kind of person i could go
and have a beer with is this the kind of person that i can see myself chatting to on the weekend
outside of work-based stuff so we're going to build a bit of rapport and the second round
of questions are skill based questions we want to establish whether or not they actually can
fulfill the role that we're asking them to fulfill so we're going to ask them on their
previous experience we're going to ask them about their strengths and their weaknesses and we're
just really going to establish whether or not they can actually fulfill the role they're applying for
and number three this is going to be culture-based questions we want to ask them about their goals
for the future we want to ask them about where they see themselves in five years we're going to
ask them what they're passionate about what actually makes them click we're trying to
establish it are they a good culture fit do they align with our goals as a business okay are they
gonna stay with us for a number of years can they be nurtured and can they grow with us as a company
and become an asset rather than somebody who's just going to join us learn from us and leave
us in the future so that is the main interview you want to aim for your interviews to be a maximum of
15 20 minutes really don't drag these out you can always have two stage interviews if this is quite
a complex role i prefer to keep it a one-stage interview and then assess the the the applications
from there because i do believe that you really can get a good feel for someone based on one
meeting and you've got to also remember that this person is going to be on their best behavior when
they're on this call okay they're going to be on their top form or at least they should be
some people will be nervous of course and you'll be able to create leniencies for people who are
extra nervous in that position but the majority of people are going to be playing their a-games okay
they're going to become prepared at least they should do everybody who's applying for a role
needs to come prepared they don't know about your company when you ask them okay what do you know
about us and what we do if they really are kind of fumbling for an answer big red flag absolute no-go
okay so just ensure they're prepared by asking tactical questions so that's the main interview
now the majority of you're going to be hosting these interviews via zoom i would always recommend
doing a zoom interview if you have a physical office you could have that person physically
visit you but i like zoom because we can record zoom calls very very easily and when we record
zoom calls we can watch them back we can assess them and we can write notes on them okay and
then we can dwell and it makes our decision making process a lot easier because we can look at these
situations subjectively okay because when we're in a position we're actually speaking to someone
it's very easy to have the situation manipulated by our emotions in the present and having a
recording enables us to be able to take a step back and revisit that interview at a later date
with a fresher mind okay and we can write notes based on our findings on watching that back that's
the main interview step seven is the decision so at this stage you will already have a good idea of
all the things you need to consider when deciding whether or not someone is a good fit for you but
i want to highlight in this section that for some businesses and for some job roles you will want to
do background checks at this stage in case we want to actually make sure that the person that we're
speaking to is who they actually are and of course we want to do some referencing so if you have a
highly skilled based job or highly skilled based role that you are hiring for then you might want
to speak to one of their previous employers to get a reference to again validate they are who they
say they are and they can do what they say they can do cool that's point number seven number eight
is trial slash onboarding now in our business the affluent agency we always like to make sure we
hire somebody based on a probational period we're always trying to give someone a trial task as well
for example if it's a graphic designer i would like to give them a few designs to create for us
first of all to actually test that they actually are able and they have a good skill level okay now
i would always recommend you doing such if your role allows you to do so because just
because someone says they can do something doesn't actually mean they can do it so launch some kind
of a trial task to your maybe top three applicants and then you can pick someone based on whoever's
the best apart from that or obviously you need to on board the employee so we need to create
our contract okay there are loads of different websites online where you can create uh employment
contracts i like to use loredepot.com put a link in the description so you can check that out and
then you will also want to host a team meeting to introduce this new team member to your team
get their email account set up get them on your communication tool if you're a virtual company
we like to use slack of course if you're in an office just give them somewhere to sit and a desk
uh cool so that it pretty much is on boarding the onboarding process is something that it's
very hard for me to go through right now because that differs so much from business to business
but in essence you just need to give that person access to absolutely all of the necessary assets
and of course take them through your training process step number nine is the actual full-time
offer so once we've taken someone through a probational period they've worked with us
again they've managed some of our clients they've fulfilled services for us we know they are a good
fit then we're going to offer them a full-time secure position within our business now finally we
have step number 10. now this is actually probably one of the most important steps in this entire
system and that is documenting your lessons and documenting your findings because as a new start
business owner we don't get taught about hiring and recruitment in school or in college okay maybe
you've got a degree in business but i certainly didn't learn about that so when i hired someone
for the first time i made a lot of mistakes and i knew instantly there were things that i needed
to change questions i wish i wish i asked in the interview trial periods i didn't have at the start
okay and i wish i did that a probational period new contracts there are all these things and all
these mistakes you make when you're first starting out so it's very important you actually document
those lessons as you are progressing through your hiring process so every single time you hire a new
person that process becomes more and more solid so make sure you document the entire process so you
can improve your hiring system over time and then eventually when you delegate the responsibility
of hiring to somebody else in your team you will already have a bespoke hiring process
for your company built around your skill set built around your culture sweet that's it guys
that is the 10-step hiring system let me know if you'd like me to elaborate on any of these points
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