As you can almost certainly attest to, the process of finding high-quality employees can be one of the most stressful parts of building a successful company.
And with good reason.
First of all, the process of bringing aboard a single new employee is quite costly. Not only do you need to invest a decent amount of time, money, and energy into the process, but you also stand to miss out on any potential gains you may have experienced had you been able to allocate these resources elsewhere.
Sure, if everything goes according to plan, this initial investment will end up paying off in dividends. After all, the reason we bring new employees on board in the first place is to help our companies grow in the long run.
Of course, if a newly-hired employee doesn’t end up working out, it could spell disaster for your company. Not only will your initial investments have gone to waste, but you’ll also need to start the entire hiring process all over again, as well. And this isn’t even taking into the consideration the damage the less-than-stellar employee can do to your company in the meantime.
With all this being said, it’s pretty clear that the stakes are always high when bringing aboard a new employee.
But that doesn’t mean you need to gamble with your company’s future when doing so. In fact, you absolutely shouldn’t approach the hiring process in this manner.
While this episode of the Insane Growth podcast is much shorter than usual, it just may provide even more hard-hitting and valuable advice than any of the others thus far.
That’s because, for this episode, I decided to loop you into an actual call I recently had with one of my clients as we discussed the best way to approach the process of hiring new employees.
(Think of it as a bit of a sneak peak of what you’ll get when bringing me on as a consultant for your business.)
At any rate, the main point of discussion in this episode is that the hiring process need not be as “hypothetical” (for lack of a better term) as it’s traditionally thought to be.
See, the vast majority of companies tend to approach the hiring process in much the same way:
- Prospective employees apply for the job
- The hiring committee interviews qualified candidates
- The committee decides which candidate is the best fit based on qualifications, information gleaned during interviews, and overall “feeling”
The problem with this approach, as mentioned above, is that the ultimate decision to hire (or not hire) a certain candidate often comes down to hypotheticals rather than concrete evidence. This is why I suggest you provide potential employees the opportunity to show you exactly how they’d perform in a real-world scenario before you make a hiring decision.
In this episode, I discuss:
- The exact process I use to “test” employee candidates (specifically product managers)
- The red flags I often encounter during this test telling me to avoid a certain candidate
- The many benefits this approach has not only on my ability to find high-quality employees, but also on my company as a whole
By adopting this approach within your own hiring processes, you’ll ensure your next hire is much less of a gamble—and more a sure thing.
- Lead Generation Machine: My (currently closed) course in which I explain how to automate the process of consistently generating high-quality leads.
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