Not interested in hearing from Lean Leverage or Go Carpathian?
Unsubscribe at the bottom of this email.
“I’m talking to you because I needed to fill this role yesterday and now we can’t take on any more clients until we hire someone good.”
Just yesterday I spoke with not one but TWO different agency owners who said this exact thing to me.
Nothing is more frustrating than turning away potential clients that you want to work with because a key hire quit, or you haven’t been able to fill the role with the right person.
Now, if you follows my advice you should rarely if ever run into this situation.
After all, if you have multiple recruiting funnels finding candidates all the time, this isn’t an issue.
HOWEVER, if you absolutely, positively, MUST make a hire in 14 days or less here’s how I would do it
(Warning: is not pretty but it works)
Step 1: Get crystal clear on who you want to hire
Aside from “the basics” like salary budget, experience level etc, focus in on “problems to be solved”
What are the one or two most important problems that hiring this person will solve for you.
If you can’t answer that question with one or two clear problems, your role may be too broad.
Focus on one or two problems to define success in the hire.
When you find someone who can solve those one or two problems, hire them.
Sometimes, it’s really that simple
Step 2: Make the application simple(r)
If you’re really desperate to fill a role, you don’t have the luxury of running a drawn out application process.
Make it easy for people to say they’re interest and focus ONLY on the needle movers in the application process.
If you truly are in a rush, focus on the 20% of the hiring process that leads to 80% of your great hired.
Companies like Google and Netflix run people through elaborate tricks and games and endless interviews because they can.
They have near infinite resources to find candidates and are willing to pay them small fortunes to do cushy jobs.
They also have something that you don’t: time to kill.
If you do those three things really well, you’ll be more than ready to start a good candidate on a trial with your company.
Step 3: Post Everywhere & Talk. To. Everyone.
People underestimate by 10x how much effort it takes to make a great hire by yourself on a time crunch.
Instead of finding enough candidates that you might make a hire, talk to everyone candidates that you’re guaranteed to make a hire.
Again, this probably means talking to 10x more candidates than you think you need to talk to.
If you really do need to place the role, you should be searching everywhere for you hire.
Post on LinkedIn, Upwork, local job boards, native language Facebook groups, Freelance platforms, and starting messaging peers on LinkedIn for their referrals.
Unless you’ve invested in your hiring funnels, you’re going to have to put in a ton of work now to source enough candidate.
Step 4: Make The Hire
After you’ve gotten crystal clear on problems to be solved, and after you’ve made it easier for people to apply to your job and after you’ve sourced all your candidates, please, please please DO NOT delay the hiring decision.
I hate that this has to be said, but if you go through all that effort of getting people in the door, don’t ruin all your hard work by waiting 3 weeks to make a decision. Trust your process, source from the right sources and be confident in making a decision.
(Otherwise you’ll have to go through all that work a second or third time and lose the best candidates)
Don’t have time to implement these tips?
My company Go Carpathian helps agency owners hire the best and the brightest talent. We’re recruiting all the time for the most common agency roles, so if you’re in a hurry, we might have just what you’re looking for.
Until next time,
Nathan
—
Nathan Fales
Co-Founder | Lean Leverage & Go Carpathian
Helping you hire the best & the brightest
YouTube | 𝕏 (Twitter) | Instagram
Was this email useful to you? |
|
