Since 1982 I’ve been using a very simple hiring system that gets results. If you have a hard time getting the right person in the right seat (Thanks Jim Collins) then watching this video could just make your life a lot simpler. Why don’t you take a look and let me know what you think?
Today, we’re going to talk about the exciting world of hiring. And you might be thinking to yourself “How is hiring exciting?” Well, I’ve got to tell you, if you have a system that you hire the right person the first time around – it’s exciting.
I don’t know about you but I hate turnover and turnover always costs me money. It always made me do things I didn’t want to do. You know, before I had this really easy hiring system, we would hire basically two people for one job because we had huge turnover and we didn’t have a system to hire the right person. After I put the system in place, that we’re going to talk about today, our hiring success went from 30% to 35% up to 75% to 80%. That was a huge money saver and it made life much, much easier for the people who were working with me, so I’m hoping that you also want to have that 75% or 80% of success and will stick around to listen to our talk about how you can hire effectively today.
I’m Josh Patrick. I’m the founding principal here at Ask Josh Patrick. And our goal is to help you first (1) create a successful business and then (2) make it economically and personally sustainable, so let’s get started.
Why you need to start with fit
You know, the name of the system that we use is what we call the “Can Do – Will Do Fit Factor System of Hiring,” not a very fancy name but essentially all it is is taking those three pieces and putting a list together and then rating the people that you hire through it.
So let’s talk about how this works in your business. Now, the most important thing about the Can Do – Will Do – Fit Factor Method of Hiring is “Fit”. Now, most companies tend to hire for technical skills which are the Can Do part. And if somebody fits, it’s great but they don’t fit – well, that can be okay too. Now here’s what I want you to think about – I don’t want you to hire starting with Can Do, I want you to start with “Fit” because if you don’t have the right person that fits in your company you will be spending way more time than you want to making that person trying to fit into your company and eventually is just not going to work and you’re going to have to ask him to leave. So if somebody is not a good fit, you’ve got to say “pass”.
Next are will do factors
Now, the next thing that you’re going to want to pay attention to is what we call “Will Do”. Now, what Will Do is, “Are the people you’re talking to excited about the activities that they’re going to have to do to be successful?” If you’re hiring a salesperson, will they be willing to do the prospecting they need to do? If you’re hiring a bookkeeper, will they be willing to do the detail work that you need to have done? So, as you’re going through and you’re thinking about the job, write down four or five traits that would make somebody really successful in the “Will Do” part of your business.
The least important…..technical skills
And then finally, there’s “Can Do”. Now, these are technical skills or what I call the hurdles that you have to have before you even talk to somebody. Now, if you know somebody is not technically able to do the job that you’re hiring for don’t even bother going there but that’s the last thing you should be concerned about because frankly most “Can Do” things can be trained. “Fit” factors can’t be trained. Somebody either has the values that your business has or they don’t. And if they don’t, you really don’t want them in your company. So what you do is you write down four or five traits under “Can Do”, four or five traits under “Will Do”, and four or five traits under “Fit Factors”.
Rate your candidates right after the interview
Now, as you’re interviewing people here is the important thing – and this is really important. As soon as they walk out the door on those 15 or so items you rank them on a scale of 1 to 10, with 1 being low and 10 being high. Now, do not hire somebody unless they’re at least in 8 across “Fit Factors” and probably a 6 or a 7 among “Will Do”. And “Can Do” can be all over the board depending on whether you have the time and the bandwidth to train the person who you’re looking at. But if they’ve got a great “Fit” and a great “Will Do”, I would hire them 100% of the time over somebody who has a huge and great Can Do but doesn’t do well on Fit or Will Do.
So as you’re doing the interviews, make sure that you ask open questions and you don’t give them a hint about what you’re looking for. Too many times, I see employers, when they’re hiring people, they feed the answers to the person who’s doing the interviews. You want the prospect, who you’re trying to hire for your company, to give you honest answers. So make sure they’re open ended and you’re not inadvertently feeding the questions
And by the way, make sure that you ask lots of questions and don’t have a monologue about why your company is so great. Only go into why your company is so great after you’ve made the decision “This might be a person I would want to hire.” Don’t waste your time on this unless it’s something you want to do, so it should be at the end of your conversation – not the beginning.
Why this system works
So when you use a system, you get to what I call the “red car syndrome.” And what a red car syndrome very simply is, is that when you go out and you buy a new car. And it might be gray. It might be black. It might be red. It might be a Toyota. And it might be a Mercedes or it might be a Ford. My bet is, all of a sudden hundreds of cars that you never knew were around start to pop out. Well, the same thing happens as true for when you hire employees. When you are rating a person on 1 to 10 and you have the traits that you’re looking for that are written down – and they must be written down, the right person’s going to jump at you when they walk in the door. You’re just going to know “that’s the person I need to hire.” And wouldn’t that be a better way to go than what you’re probably doing right now, where it’s hit and miss? Maybe you get somebody who’s good, maybe you don’t get some who’s good.
So let me know what you think. Leave a comment below. And by the way, there’s a button below with our e-book which talks about “How to hire Effectively”. It will give you an e-book that goes through instructions step-by-step-by-step with what we talked about today.
And again, I’m Josh Patrick. You’re at Ask Josh Patrick. Thanks a lot for stopping by today and I hope to see you back here really soon.