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LETS GET DOWN TO BUSINESS.

Question :
How do you make your first hire?ThanksIsaac & Annie

Question submitted 03/07/20 @ 01:20pm
Industry: HR & Talent
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  • Congratulations and well done.

    A good start might be to draw up a job description of what you feel this person is going to do within your business. Having a clear purpose for he role will help you and your potential hire understand what is needed. Here are a few other things that might help
    Job description idea!
    * describe your company
    * how this role will successfully impact the business
    * what are the day to day duties (things he/she will need to do)
    * who is the manager this role reports to (remember people typically buy into people rather than organisations)
    *what is needed qualification / experience to be considered for the role
    * location hours remuneration etc

    Set some rules. When application will close and how you will manage interested people (this helps everyone have a smooth running).

    Write your advert for the job – again remember what you are trying to achieve and how this will be read by potential people looking to apply.

    My advise to hiring. Start with your little black book. Who do you know and who might they know that could be worth talking to.

    Try posting a note on your LinkedIn profile or company page if you have one. Try your social media sites.

    See how that goes.

    You can also look to use a variety of job sites depending on again the role, level etc recruitment companies or search firms depending again on level of the role.

    Be realistic and open. Treat people with respect even if they are not selected. Above all have fun and enjoys finding the very best person for your team. If you need any other thoughts give me a call

    Nick Roud – Roud Career Coaching
    021375630

    If you have found a suitable person then getting an employment contract drawn up would be next. I’m sure we have some great advisors on Mannaki who can advise.

    Look after yourself. Nick Roud
    Roud Career Coaching.

    Hey Isaac and Annie – great you are looking to hire. That’s a good sign. Can you give a bit more context for what Manaaki can help you with? First step get clear about who you are looking for – skills, motivation and culture fit for the role. The research a good recruitment consultant to help you filter candidates or put it out there on Seek, Linked In, etc and filter and interview yourselves. Not sure if thats what you are after here – go for it with follow up info.
    All the very best

    Hi there and congratulations on your next step.

    1) unlock the tasks that you are looking to fill. these need should feed into the strategy
    1a) acknowledge the accelerator tasks that will kick start growth
    2) assess if these are short or long term / project or permanent tasks
    3) understand the capabilities in your business
    4) design the role and ask if it is a permanent or contract requirment
    5) write the job description and include accountablities
    6) network or advertise for the role – a recruitment company will cost money but you will have a stronger chance of success if you are not strong at search and selection. note – a mate of a mate is not always the right person
    7) interview based on the competencies of the role
    7a) understand salary expectations upfront
    8) understand their motivators and long term potential
    9) reference check x 2 and only with direct line managers

    Hope this helps
    Anna

    Hi again

    10) after 6-10 weeks create KPIs that are created with the employee and their manager.

    ANna

    All great advice above. The key to hiring well is being clear on what you need, clear on what tradeoffs in a candidate you are willing to make, and then having a structured process to assess candidates.

    With that in mind I have just a few things to add that may be helpful:

    1) When drawing up a job description of what you need from the role be super clear on what must be done. To often I see a very long list in a job description only to find that only 3-4 things are absolutely required. Nail the absolutely required so you can assess well.

    2) When thinking about who to hire to do what you listed in #1 above list the attributes of what you need in a person in a few buckets: technical skills you don’t want to teach, attributes of the person you don’t want to teach, technical skills you are willing to teach. I like this process because there is rarely a perfect candidate and you need to be clear about what you absolutely need in a successful hire. It also forces you to be clear about what you need in a candidate above and beyond just being able to do the job.

    3) When you interview you should do a few things: 1) Give each interviewer a clear area of focus. You could use the exercise in #2 above to give people areas of focus; 2) Ask the candidate to give you examples of their work, e.g Tell me about a time you had to work under a tight deadline? The muse.com has a good starting list of behavioral interview questions if you need some.

    4) Get people who have interviewed together to discuss their impressions based on their interviews and come to a conclusion.

    5) Beware of people who are great technically but don’t fit your culture or have the wrong mindset for your business. They are the hardest hires to say no to.

    Finally, all hiring has risk inherent with it. The suggestion to do KPI’s 6-10 weeks in is great as its the best way to make sure you know early on you made the right decision.

    Hope that helps.

    John

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