How to Make Hiring Easy

Hey, welcome to this version of the podcast. I'm calling it a couch chat because I'm actually sitting on my couch. Who are watching this video. You may never see this video, so there's that. But regardless, that's where I am. This could be a really easy podcast for you today because I'm doing a very tactical approach to something. And that's why we just are calling this how to make Hiring Easy. You ready? This is a pen and paper podcast. You can listen to it 12 times if you want. You can read the transcript and print it, probably be easier. But I'm going to show you how to do this really easy. Are you ready? Number one, identify the position that you need in your business. Describe what you want this position to achieve. Why does the position need to exist, not what you want it to do, but what you want it to achieve? There's a big difference. Make sure you know that. Then we need to define how we will know if this position is achieving that, has achieved that. And that's where we write down like the three or four kind of objectives of the position. So if the position is to the thing that we need it to achieve, the key result is to generate 20% new revenue year over year. Then the three objectives would be new client acquisition, retention of existing clients, and increase conversion of some sort of lead thing or something. Right. Those are what we're gonna measure. And then we write all the things this person will do every day. Make phone calls, send emails, blah, blah, blah, blah. Write that out. Now, if you're not sure how to write that out, open up ChatGPT. Yes, open it. Go to it and say, hey, I need to hire a project manager for this kind of project. Here's my website. Put your website in there. Here's the key result I want this position to deliver. Please write me a job description. Please make sure the job description has very clear measures that I can use to evaluate the success of the position.

It will write it for you and you can do it 12 times. If you don't like what it wrote, that's the best news ever. Just keep hitting the redo and it'll keep rewriting it for you. Then when you're done with that, go back to ChatGPT and say, hey, ChatGPT, thanks for this really great job description. Can you now write this as a job posting? And this is the kind of candidate I want to attract. I want to attract someone who's really open minded and curious, someone who has experience in these companies or these types of professions. Someone who likes to work in this kind of culture, someone who has these kinds of values, someone who has this kind of flexibility can work this kind of schedule. This is my company website again, can you please write me a job posting that will attract my ideal candidate? It will do that.

Then we're going to say, thank you, ChatGPT. That's a really great posting. Now can you write me 10 behavioral interview questions that will help me ascertain the most qualified candidate for this position? And it will do that. And if you don't like them, you can hit redo, redo, redo, redo, redo. Then we're going to take it one step further. Can you tell me what I should be looking for in each of the answers of each of these questions? When they answer the question, so what, what should I actually be looking for them to say or not say? What are the green flags and what are the red flags based on their answers to these questions? Please summarize that for me, ChatGPT. It will do that. Then we're going to go back to ChatGPT. We're going to say, hey ChatGPT, thank you so much for this job description and this job posting. This is my website again, could you please create for me a 30 day and a 60 day and a 90 day plan to help onboard my new candidate? Can you please be sure that there are clear objectives and goals that my new candidate will need to achieve within their first 30 days, 60 days and 90 days based on what you can ascertain from my website. Please make sure that you include anything I will need to teach or train them. It will make you one.

You're welcome.

And then we could go back to ChatGPT and we could say, hey ChatGPT, I really want to make sure that I keep the best candidate and that I don't keep someone too long. So what are the big red flags I should look for within the first 90 days of someone in this position that I might be able to know if they're going to work out or not? What should I be looking for? What are the things I really want to see and what are the things I don't want to see? And that is how you hire someone.

Now you might be saying, where do I post this job posting, where do I go? How much do I pay this person for this job? Well, guess what you can do. Hey chatgpt, quick question. I want to post this position in the best place I can for my current, my market. So wherever you live. I live in Albuquerque. What sites should I use what sites get the attract the best kinds of candidates for this type of position. And based on your research, ChatGpt, will you please tell me what the salary range should be that I should be considering? So some of you might be listening to this and thinking, why would I tell you why? Seriously, chatgpt? Yes, seriously.

Now your brain has to show up in here. So if you don't like what it wrote, tell it. Hey, I don't like what you wrote. Take this out. I don't want it to have this kind of. I don't like it. I don't like it to sound like this. I don't like that. Take this out, fix this. This doesn't sound right. I promise you, you are going to get a working product that you feel really good about. But I think that part of the issue is that we all think that we have to create all this stuff brand new all the time. You do not. The easiest part of hiring is everything. I just told you. The hardest part of hiring is meeting with people, figuring out if they're your right person, feeling energetically, are they going to be aligned to this business, meeting with them, training them, onboarding them, assessing their results. That's the hardest part. That's where the support really comes in that I provide even to my clients. Right. Like this part is easy. I just told you what to do and you could have that done in a half an hour. Get it online, start reviewing the resumes. We could take it one step further and you could ask ChatGPT what are three questions we should be sending through a screening email to assess who we should even take the next question to. Or is there a quick assessment you would recommend that we send to every interested candidate that they have to take? You can make this as ornate or as simple as you want, but here's what you do not need. You do not need to get this out of your head over and over and over again. You can use artificial intelligence to support you with this because the hard part is the human part and that's where you have to show up. Can you ascertain talent? Can you properly interpret someone's interview responses? Can you set proper expectations and make a really curated, beautiful invitation for someone to come and work with you? You can ask ChatGPT to write you an offer letter, but can you deliver it in a way that really connects with the candidate? Can you give feedback to people after they start performing? Can you hold people accountable? Can you give corrective feedback? These are the things that I think are the harder parts and that's where I. Having some support is what really makes the difference, Right? But all this other stuff, hiring super fast. Let's go get those people. You're welcome.