How to Recruit the Right Fit

How to Recruit the Right Fit

A crucial element in growing any business is hiring the right people, but how do you figure out if someone’s not a good fit?

Most importantly, you want to focus on people’s values. You can teach them skills, but values are commonly learned slowly and methodically as children grow up…values such as fairness, motivation and responsibility.

As you’re scouting for new hires, it’s a smart idea to look for people who share your values.

Typically, as soon as a new person begins interacting with others in my company, they’ll know right away if they’re a fit. I don’t have to figure it out…they figure it out.

So, the real question becomes: How do I attract people who share our values?

It’s about being consistently authentic and transparent with who you are, which will attract people with values similar to your own. How do you find those people?

The majority of successful recruits we’ve had are people who were recommended to us by other people we know and respect. Those affiliations you have with other people are a great resource. If you’re asking for referrals from the people you have relationships with – those you’re in business or in partnership with – they’re not likely going to send you a washout. They understand whomever they recommend will be a reflection on them, so they’re going to send you really talented people.

While it’s true that accomplished people typically already have a position, we know 77% of all employed workers dislike their jobs.

So, step into their shoes. If you don’t like your job and you get a call from someone who says you were recommended to them by a mutual associate and/or friend…someone you respect…are you going to turn down that call? Likely not. In fact, the conversation should be a simple one: “Our company is growing very fast. We have big goals, we’re looking for a talented candidate, and my friend, ‘Whomever’, told me if I was looking for talent, I HAD to get on the phone with you.” Ask them if they’d be available to sit down and talk about it.

Then, when you meet that potential recruit, you’ll want to paint a vision of your company for them. Initially, new candidates don’t want all the details. They want a vivid mental image of what your business is and what you want it to be.

When your company grows, you’re creating opportunities for people within your company to grow with it. (For instance, I’m an intrapreneur within the Keller Williams entrepreneurial world.)

If you can show your candidate a vision that includes opportunities for them…if you paint that picture for them…it’s an incredible first step.

Be sure to show them who you are, what your values are, and what your mission is. Tell them about your “big why” (for instance, ours is Kristan’s Home of Hope) and where your company is headed. Show them your flow chart, and ask them, “What do you want?”

Then, listen.

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