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How To Create Recruitment Systems To Hire People Before You Need Them

I was recently asked how I hired quality editors when running my previous business BetterEdit. As I responded to the question I realized the information provided might well serve others, so I’m going to explain my system for staying on top of the recruitment process here in this blog post.

Before I begin, a brief caveat - this system as I implemented it only worked because I had a website that received a continuous stream of traffic from Google. It was by no means a huge amount of people, perhaps a few hundred daily unique visitors, but because the traffic was targeted and due to the supply and demand ratio for editors versus work, I was in a good position to make the following system work.

However, that doesn’t mean this can’t work for you if you don’t have consistent search engine traffic or if the dynamics of the employment market in your industry are not as favorable, you just have to work a little harder to find the good people and bring in the traffic. If your website already receives consistent search engine visitors then you are position to immediately benefit from this technique, so make sure you write this down on your to-do list after you finish reading.

Slow Companies Fail

If you read Rich Schefren’s recent report, the Uncertainty Syndrome, you may remember he talked about hiring solutions that bring good people to work for your company BEFORE you need them.

Due to the speed of today’s markets, those who are quick and stay ahead of the curve generally win. Your company is only as good as the people working for it. If you combine those two ideas, then it makes sense you need the best people working for your business and you need them yesterday.

Think about any time you learned something new that you just knew you could apply to your business and immediately benefit from it, yet you don’t personally have the time to do it (nor does it make sense that you do it - it’s not your core strength), none of your current staff are available to take on the role and of course hiring new staff is never quick if you start from scratch. By the time you have the right person you’ve missed the boat - the market has moved on to the next thing and your prospective customers have already been captured by faster-moving competitors.

An even more common problem in successful organizations is business growth. In order for your business to take the next step you need help. Perhaps you require someone to take on the extra administration responsibilities, new talent to deliver the services your company provides, added customer support, maybe a project manager or a new tech person to help handle increasing technology demands.

If you are hiring reactively, then every stage of growth is hindered significantly by each new hire you have to make. This can be such a huge problem that you have to turn down work, work that is your company’s core strength that you would love to take on, simply because you don’t have the capacity to deliver the results due to limited resources. That’s VERY frustrating for an entrepreneur.

Be Proactive

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I just completed listening to module 10 of the Rich Schefren Strategic profits business coaching program and there was this one really simple tip I just had to pass on to you.

It’s little ideas like this that make mentoring programs so powerful. The advice may seem obvious after hearing it, yet in most cases if someone didn’t pass on the idea you would waste time trying to figure it out by yourself.

Module 10 is all about hiring people, both outsourcing and full time employees. I’ve never hired a full time employee before, and I’m not sure I ever will, but given Rich’s experience in the past, at one point overlooking a staff of more than 100 people (I think that was for his hypnosis business), he’s clearly done this before.

Job Selection Criteria

When hiring new people you know what general role you want them to fill and what you want them to do. Often the tiny little details, the actual tasks required of that role, can be difficult to come up with. You might have a handful of ideas off the top of your head, but this is an area where it’s better to be comprehensive so you can hire the right person for the job.

Rich suggested whenever you need to hire someone, to save time and generate selection criteria ideas/tasks, go online and search for similar companies to yours that are hiring or have hired for positions like you currently need to fill and leverage their job criteria details.

Rich mentioned that given his business is very similar to the E-Myth organization, reviewing their job notices and selection criteria helped him to come up with tasks he wanted to include on the selection criteria for jobs he had open.

This is another case where you can leverage the competition to help make your life easier and efficient. Most of the answers are already online from people who have done what you need to do - just get out and find examples to follow. Best of all, like in this situation, the information is freely available by searching job sites and employment pages on other company’s sites. Easy!

If you want more ideas like this and you run an Internet business I strongly recommend the Strategic Profits program. Rich is currently offering a seven day trial for $1 to sample what he offers (I think you get at least module 1).

More information is available at:

http://www.strategicprofits.com/coaching/

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