Hire the Right People and Grow Your Team

Nov 12, 2021 | Listen

Hire the right people and grow your team

When you hire the right people, you ensure that your business will grow successfully and in a sustainable way.

When it comes to the process of hiring, it’s not just about signing the person with the best resume. Hiring is dedicating time to discovering what you and your company need in an employee and what results they’ll deliver. It is also coming up with both a job/position-specific vetting and onboarding process to ensure their success – and, in turn, the long-term success of your business.

It sounds so easy, right? But the reality is, that many business owners struggle when it comes to hiring. It can get frustrating and overwhelming, emotionally stressful, and can take up so much of your valuable time and money.

In today’s episode, our guest, Talmar Anderson, shares how finding the right people and putting together a kickass team doesn’t have to be so hard.

She breaks down in easy, digestible steps how to identify your business needs, attract the best candidates for the job, and assemble an effective team to scale your business.

Timestamps for this week’s episode

  • 2:55 Why small business owners struggle to hire the right people.

  • 4:20 How can a founder hiring multiple employees make informed hiring decisions?

  • 10:22 What a successful vetting process looks like.

  • 16:21 How important is it to involve your team members in making hiring decisions?

  • 21:15 What does a good onboarding process look like?

  • 25:25 What are the essential or bare minimum documents or processes that will ensure the successful onboarding of a new team member?

  • 31:20 How to manage employees effectively/

  • 34:30 Is there a way to structure meetings to tackle work and give employees space to say what’s on their minds and what’s happening in their lives?

  • 36:50 How do you schedule one on one meetings when you don’t have the capacity for 1:1 meetings with everyone on your team anymore?

  • 41:45 If someone is getting ready to hire right now, what is the one tangible step they can take in the next week to bring them closer to that perfect hire?

Why small business owners struggle to hire the right people

Small businesses need to stop hiring for potential.

Reality check:

  • You can’t wait for someone to learn their job.
  • You can’t afford to spend money, time, and energy to pay them to learn.

Small businesses need to identify and find what the business needs TODAY.

How can a founder hiring multiple employees make informed hiring decisions?

Before the interview process – and even before placing that want ad or job listing:

  1. Identify what your business needs to succeed
  2. Decide what success means and looks like for the company
  3. Determine what is best for the business when you’re hiring

Without this,

  • We have nothing to measure against when we go to see if someone’s the right hire
  • We can’t build that vetting process until we know what we’re looking for
  • We can’t check if the potential new hire can do what we need in our business

What a successful vetting process looks like

Vetting is being mindful about hiring for every position.

It should also be role-specific and the process can’t be the same for all positions.

  • They don’t have the same success markers
  • They don’t require the same skill sets

For example, the process for hiring in-house legal counsel would be very different from looking for sales personnel and so on.

Proper vetting ensures that the person you consider will match what you need now and where you want to be. It’s also an opportunity to dig deeper by writing strategic interview questions AND reference check questions based on – and specific to – what you’ve identified as a success for your business.

Successful vetting also embeds your corporate culture in the process & determines if your new hire is in alignment with it:

  • What your company is all about
  • What your company do and how it accomplish this
  • What are your company mission, vision, ethics, and values
  • Why do you like the people you work with
  • Who are your clients and why are you serving them

If your culture matches and is a good fit with the person you are hiring, it affects tenure or how long somebody stays on as an employee.

If aligned:

  • They’ll rock what they’re good at and do well for your business.
  • Fosters effective teamwork
  • Provides more satisfaction in what they’re doing.
It's inexcusable to hire somebody to come in and rescue you when they need to know from you how to be successful in your company.

What does a good onboarding process look like?

Let’s start with what it should NOT look like:

Don’t be too busy or overwhelmed – or worse – unprepared when you welcome your new hire.

For example:

“Oh my gosh, New Employee, I’m so excited you’re here! I can’t wait for you to start! You see that pile over there? If you’ll start by just organizing that, that’s going to be your desk. As soon as that’s organized, let me know, and I’ll find something else for you to do.”

PREPARE. This will guarantee a good onboarding process.

Plan how you’re going to bring them into your company and prepare what they need to succeed.

Get organized and figure out how best to utilize their skills and let them impact your success and your business. What will the first day look like? Be it remote or in-person:

  • Where are they going to sit?
  • Will they get access to tools that will help them become successful?
  • Do you have an SOP manual ready?
  • Will you teach them your company vocabulary?

Remember: a boss provides the tools, the team builds success. And those tools predominantly have to be ready so that they can make a huge difference immediately when they walk in the door.

A job description - when used correctly - is a management tool.

How to manage employees effectively

1. Expect to handhold or be with your new hires more frequently in the first six weeks or 90 days (depending on the job, industry, previous job experience) than later on.

2. Check in on your employees regularly – even if you see and work with them every day. Set consistent one-on-one meetings regularly with your employees. Employees know that you’re very busy and might not want to interrupt you. So be proactive and set these meetings regularly.

3. Ensure that these one-on-one meetings are not about the work. It’s about them. A one-on-one session, whether weekly or monthly, is about you talking to your employees to find out what’s working with them, what’s happening with them, how they think they’re doing, and what you can do to help them be successful.

How to ensure you hire the right people

  • To ensure that you hire the right people, stop hiring for potential.
    • Identify what your business needs TODAY and find someone who can fulfill that.
    • You can’t afford to spend money, time, and energy to pay them and wait for them to learn their job.
  • The best way to hire the right person is before you even start the interview process
    • Analyze your business
    • Identify what it needs to succeed
    • Determine the type of person or employee that can bring it to your business.
  • A successful vetting process is critical when hiring the right people.
    • It’s not a cookie-cutter process for all types of employees
    • It is role-specific to guarantee you hire the perfect match for what you need now.
    • It serves as a way to check if your new hire is a good fit or aligns with your company culture.
  • A good onboarding process will further cement your new hire’s success rate. Here are just some of the things you can do to make them feel welcome and not just an afterthought when they arrive:
    • Prepare their desk/area.
    • Give them access to the tools they will be working with
    • Present your company’s SOP manual
    • Go through their internal job description line by line to set expectations.
  • Finally, to manage your team effectively, remember that Support is “Up supporting down.”
    • Hire people to help your business and help them become successful as well.
    • Set consistent one-on-one meetings – that is all about them and not work – regularly with your employees.


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About guest – Talmar Anderson

CEO & Founder of Boss Actions

Talmar Anderson is the CEO & Founder of Boss Actions and the thought leader at The Boss Muse.

She has over 30 years of experience leading, growing, and designing kick-ass teams for small businesses and entrepreneurs. She’s also a published author, sought-after speaker, and creator of the renowned signature program Escape The Hiring Loop and the Boss Moves Master Class.

Talmar believes that any business owner can learn to build a kick-ass team to grow their business. In fact, it is required. Through her groundbreaking Bossification program, she’s led over 100 entrepreneurs to do exactly that.

Website – https://bossactions.com/

LinkedIn – https://www.linkedin.com/in/talmar-anderson-hiring-strategy/

“Which Boss Are You?” Free Assessment: https://www.bossification.com/which-boss

About host – Kathy Svetina

Kathy Svetina is a Fractional CFO for growing small businesses with $10M+ in annual revenue.

Clients hire her when they’re unsure about what’s going on in their finances, are stressed out by making financial decisions, or need to structure their finances to keep up with their growth.

She solves their nagging money mysteries and builds a financial structure with a tailored financial strategy. That way they can grow in a financially healthy and sustainable way.

Kathy is based in Chicago, IL and works with clients all over the US.

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