- Good morning, Good Life. Welcome back to AmyTV.
One of the most important things that I've done
to improve my brand, is hire a team.
But it also took me way too long to start.
So in this episode, I wanna talk about
how to hire your first employees
and where we're going to find that superstar talent
that's gonna take your mission to the next level.
It's all thanks to our partners of this episode of AmyTV,
which is our friends at LinkedIn.
More on that later. Let's go meet the team.
(upbeat music)
- Hi, I'm Kylie and I'm the Social Media
and Community Manager here at GATLUW House.
- Hi, I'm Monica.
I'm Amy's Executive Assistant here at GATLUW House.
(speaking in foreign language)
- I'm Leila and I am the Chief of Staff here
at GATLUW House.
(upbeat music)
- And I actually do a job listing on LinkedIn jobs.
I happened to be hiring right now,
so you're actually gonna watch me create a real listing.
LinkedIn jobs is my go-to place to hire
because we are connected to so many different people
and it's so easy for word of mouth
and it's totally free to list for a job for your company.
So, we're gonna head over first
to the LinkedIn jobs website,
and we're going to fill in just a couple of fields,
really simple to get us started.
So of course, put your job title in there.
People need to know what they're signing up for
and the company that they will work for.
Whether or not you're going to be remote for this position
or they need to be in the office with you,
put the location or where they can expect to be
calling their home base.
As well as full-time or part-time just to get us started.
So I already have a pre-prepared job description.
I'm just gonna paste that in here.
Now, you wanna give a full idea
of what your expectations are in the position.
Kind of like we talked about earlier.
We want people to feel prepared,
know what they're getting into.
You'll also have a place on this listing
to add specific skills
that you hope people in this position will have.
And you'll notice that some of them get pre-populated
once you post your description, which is really helpful.
Okay, so I really liked this last piece.
It's these pre-screening questions.
It kind of gives people an opportunity
to expound on what their actual experience is
with the different things that you talked about
in your job listing.
So, give that a look through
and mark a couple of them required or not,
depending on how specific you think it is within the job.
And we have now listed our job on LinkedIn.
Watch for those applicants to come flooding in.
I'm so excited because, mission accomplished.
(upbeat music)
I just wanna share a few things that are really important
when it comes to the preparation, okay?
Because the environment, the culture that you create
within your company is directly associated
to the success that your future employees will have.
You may think you're not going to be able to figure this out
until people are on your team,
but by then it'll be too late.
You've got to get people on board
but you need to know how to welcome them.
You and your company are the entire reason
why anyone who works for you, does not succeed.
It can be very easy to blame people and say,
"Oh, they said they were good at this
and now that they're here, it's not going so well."
But having that connection to your brand, to the vision,
to why you do what you do,
is so important for setting them up for success.
Do not let them decide if they care.
Guide them into why they could.
A couple things to get clear on.
First, how will you welcome people into your company?
How will you give them that clarity?
Something that we do at GATLUW House,
is we have a retreat every year.
We talk about the vision, we talk about our core values
and whether our employees are present,
Live for that presentation or they watch it on replay
because they joined us at another point,
they get that full immersive experience
as to why we do what we do.
And it gives them that sense of ownership within the company
before they've even done any of the work
they've been assigned to do.
Also get clear on how you will train people
on their position.
What we show them is what they will do.
Maybe they've got some skills coming in,
but we want them to know how we do things best
within our company.
So how will you set aside time for that training
and give them that moment to get on board
in the right way for your brand.
Showing how you do things differently
and keeping it cohesive across all of your team
is so important.
I also love to have recordings
of things that are easy to learn
but don't have to have a meeting or a training session
every single time somebody needs to remember how to do it.
So we use tools to record ways of doing things
so that they can always go back and refer to instructions
whenever they're doing those tasks again.
Having that infrastructure in place before they get onboard,
knowing where those trainings will be,
what tools you used to acquire them, is really important.
Also get clear on how you're going to touch base
with people regularly.
So many companies are able to work remotely now,
which is amazing 'cause you can save a lot on expenses.
But that makes the connection with your team
even more important.
You have to find ways to facilitate that relationship.
So how will you touch base with your employees
on a regular basis?
We have actual touch bases on a monthly basis,
myself and my employees,
as well as other superiors within the company
meeting with them more regularly.
They also attend daily meetings
so they can stay very focused on what their priorities are
for each day.
Don't over-commit the meetings
but make sure there's just enough
so that people don't feel lost and they're given a platform
to talk about what they're struggling with,
what they need help with or what we could all do
as an organization to get better.
We even just do a little monthly happy hour,
even if it's just digital or in-person,
which is awesome too.
It gets an opportunity for everyone to let loose,
we don't have to talk about work
and as much as people are comfortable
can talk about what's going on in their personal lives.
Which ultimately helps us to be able to support
our employees so much by knowing what that balance is like.
Because they're not owners,
they don't have the same incentive that I do
to boost my business.
So as much as I can support them
in what is important to them,
I know they'll show up at their best every day.
(upbeat music)
Okay, so those are some important basics.
You've probably got your job listing ready,
but we really have to do one more thing.
It is so important that you take your position
to LinkedIn jobs.
When you're connected with so many people,
the right people connect you to the top talent
for your organization.
So before we can enlist,
we have to have a couple of things on our profile.
First, we need a picture.
We need to know who we're working with.
So share your best headshot in your profile.
Don't forget to add your location.
We wanna know where the company is based.
And then there's a summary.
This is a real snapshot at what your career has been
and what people can expect when they work for you.
(upbeat music)
We all know that LinkedIn is one of the best places
to showcase how connected that we are
with so many different professionals.
What better place to find top talent than here,
especially through word of mouth
of people who already know you and what your mission is.
So, very excited that you can post this for free.
I would love to hear from you.
What is the first position that you would hire for
if you were heading over to LinkedIn jobs?
Leave that in the comments down below.
That's all for today.
Thank you so much for tuning in. I appreciate it as always.
Remember, subscribe for good vibes, kiss the ones you love
and go after the life you want.
Cheers.
(beep)
If you're hiring or you have your own business,
or this was interesting in general,
definitely check out a couple of other videos
that I've made.
I've been doing this YouTube thing for a long time,
so there's bound to be something
that's gonna continue to help you.
Check it out.