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way. If you spend 100 on recruitment, I'll spend half of it finding the right person and the other half making sure my training documents are persuasive and setting that person up for success. spend on. Without both of these, neither will work. why these five steps are essential to creating high-performance teams. 1. Find passive job seekers I'm a big fan of recruiting passive candidates. Go out and find the voices that will shape tomorrow's content. See what's new and fresh on social, who's doing unique, game-changing things, and the highly acclaimed people. Talk to those people. Communication network. Find the best and go to them, even if they are not looking and would not consider leaving where they are. Start talking to these people before you start the role so you're ready to hire when the time is right. 2. Let the interviewee lead the conversation I often interviewed people by letting them ask questions rather than asking them a bunch of questions.
This allows me to learn how their minds work, how curious they are, whether they are ready, and how they think about working with me and the team. can do. Their approach also allows you to observe analytical and emotional intelligence skills up close Special Database and personal. Do they know how to read what I'm asking and how I'm reacting to their answers and adjusting on the fly It also ensures that candidates are getting the full scoop on the job - they have ample opportunity to learn everything they want to know, in the best of circumstances, and also that they get to the ground. They can sell me on their big ideas. Of course I'll pose some questions of my own, but the goal is to get to know the candidate – are they nervous about filling their time with questions and their own thoughts, or do they want to be in charge Do you have Do they use the time to try to get ideas on how to answer the next interviewer's questions, or do they use the time as a blank canvas to brand themselves 3.
Don't hide from tough stuff Describe your job with real stories, both good and bad. Remember, you want people for whom this is a calling and a purpose, not just a paycheck. Let them know the obstacles and benefits. For example, say: "This is a role that is very much within pre-newal and you get to create the rules, but with that there are a lot of question marks that you have to be comfortable with. If you want to understand how things change, you'll like it. If they frustrate you, it will frustrate you." Describe your job with real stories, both good and bad, to reach people who want more than just a paycheck. joliemiller Click to Tweet 4. Hire people who make you happy Whether it's their humor, brilliance, grasp on numbers, or whatever it is, you want the element of joy they can bring to your team and your business. This is a daily relationship that you are committed to and it needs to be able to work and produce results. 5. Document your recruitment process Set a clear onboarding plan for the firs
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發表於 2024-2-3 13:45:22