“What can you do for me that I’m not already doing?”
This is a question I was asked last week in relation to their hiring. They have been struggling to hire and retain reliable staff for a key role, and we were having an informal chat about it - I can talk all day about hiring, so I was just generally nerding out about hiring, when they asked me this question.
To be honest, I struggled to answer this question succinctly. Partly because I immediately thought “oh no I have to put on my “sales” hat”, which I am terrible at (some more mindset work required). But mostly because there is SO MUCH we do here at Career Pursuit that biz owners hiring on their own don’t do, whether they don’t have the time, don’t think it’s important or just don’t know about it.
So let me answer the question - what do we do here at Career Pursuit that you don’t do when hiring solo?
✨Review your past hiring processes and see what worked with your advert wording, your platforms, etc., and also what didn’t work.
✨Review your past “bad” hires and see where it was they left the business, and why that could have been -
was it because the job didn’t meet their expectations from the hiring process,
was it because their onboarding process was not a positive experience,
was it because you didn’t provide them with sufficient training to do the role,
is it a poor/toxic culture you have on an ongoing basis that caused them to moon walk right out of there?
✨Refresh on your vision and goals for your business and where you want to go, what you want to achieve, what you want to be known for, and look at the big picture of what you need in your team members to achieve that.
✨Refresh on not just the culture you’re trying to build and the values that support that, but also the corresponding behaviours that fit those values and what someone coming into the business would need to have to complement those values and culture.
✨Conduct market research to see where your salary is sitting in relation to what else is on the market right now, and what benefits similar roles and industries are offering.
✨Discussion on candidate experience and why that’s important and what you need to do that to offer that to your candidates in your business and your hiring process.
✨Discussion on your employee value proposition - what are you offering your employees outside of salary/remuneration that will make someone want to leave their current role to come and work for you?
✨Draft an advert that puts the candidate first and highlights your values and culture - your advert is not about you and what you want, it’s about what the candidate needs to know and needs to be offered in order to make them sit up and say “wow I NEED to apply for this role above all others”.
This is all before we actually get into the operations of a hiring process, of shortlisting and phone screening, etc.
I admit - our approach is not for everyone.
And if it’s not for you, then you’re not for us.
Why? Because our approach is based on finding the RIGHT fit for YOU, not just putting any ol’ body in the role. And that means doing more of a deep dive into your culture, values, benefits, and more before we get started, and that does take work initially.
Many biz owners still want to just put an ad up and expect people will apply. That’s not how it works anymore - it’s a candidate-first market, so if you’re not ready to change your approach and consider what’s in it for the candidate, then we’re not for you, and that’s completely ok.
But if you are ready to hire the RIGHT person, and ready to do the work and do things differently to make that happen, then you’re just the client we’re looking to support. There’s a whole team here to work with you to hire the right person FAST. As in, you could have a shiny new team member before Christmas, or we can book you in to hit the ground running in the new year.
If you’re ready for your new team member, we’d love to hear from you.
Ash ✨
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