If you’re like most business owners I’ve met, two of the most difficult and frustrating things that you’ve got to do is hire and fire. Most don’t like to do either. Most don’t consider themselves to be good at either. But here’s the most interesting part – when you do one poorly, you end up doing the other a lot!
Here’s a real story (the names have been changed to protect the innocent):
John, the business owner, comes into work on Monday morning only to find that Joe has not come in. He calls to make sure that Joe’s ok and he finds out that over the weekend Joe has decided to move to another city where he has taken a new position with another company.
John, frustrated that Joe didn’t give him any notice, is in a very bad mood. Everyone else on the team can tell that John’s having a bad day. He’s on edge, finding fault with everything and everyone, barking out orders and jumping in to take over because he’s decided that “if it’s going to get done right, then I’m just going to have to do it myself”.
His best person steps up and fills in for Joe, but that doesn’t ease the pain. John feels behind the eight-ball. He’s got a busy schedule for the next week or two and he’s convinced that there’s no way the team can get everything done without Joe.
So John does what he does every time this happens. He quickly posts his position on Craigslist and gets 3-4 bites from potential applicants by the end of the day. He takes a quick scan of their resumes. One applicant has worked at a competitor for 6 months, so he assumes she must know how the business works. He gives her a call and does a quick phone interview. She’s nice on the phone and says the right things. John’s excited that he may have found someone even better than Joe!
John has Julie come in the next day for an interview. She arrives a few minutes late, but better late than never says John. He has a nice conversation with her. She is well spoken and knows the industry lingo. He has found himself a winner! He tells her the pay level and she’s good with it. Julie is confident she can start the next Monday. John is thrilled!
Monday comes and Julie starts work. John is feeling good about his decision. It looks like it’s going to work, and it does for a time. But three months later, John gets a call from Julie. She’s found a new job and is giving her 2 week notice.
John is distraught and is convinced that there are no good candidates for his position. But because he’s the business owner, he reluctantly begins the cycle again. It feels a bit like Ground Hog day to John!
I call this the Easy in, Easy out hiring process!
So what if next time you had an opening on your team you used a different process – one that requires more work on the part of your job applicants and one that gives you more insight into the person you’re going to hire BEFORE you hire them?
I’ve been using this 8-step process with my clients for years and it’s proven to work time and time again. Here’s the step-by-step process for you to follow:
I know your initial reaction may be “that’s too much” or “I can’t do that”, but let me assure you – the HARDER you make it to get IN, the HARDER it will be for them to just walk away!
So, why not give it a try? But before you go, leave me a comment below. What do you think of the 8 step process? Can you see how it could work for you? I’d love to hear your thoughts. If you get stuck or need some specific details, just ask me in your comment below and I’ll respond right away.