A hiring system that uses automation for fast candidate updates, clear performance standards, and role-play exercises to prove past results. One client screened 300 candidates and hired 11 in two weeks after turning on the system Dec. 26.
Let's talk about the process all the way through. You have to communicate strong vision and a standard for performance. We talk about the drop dead date. So that's always when I send out an email to somebody and they're scheduling their appointment, it's going to have something in there about bringing evidence of their performance in their previous role. Be prepared to role play what you sold previously, whatever it is. The second thing is there has to be speed and clarity on what the process will be. That means you're going to have to use automation, automated text messages. It feels human. You cannot ghost anyone. I want you to think Uber and Doordash. Like think doordash. You get like the late night munchies. I don't know why you'd get them, but if you got the late night munchies and you order something on doordash, maybe it's your favorite Mexican burrito. How many times do you look a mobile phone before that burrito gets to your door? Like probably four or five times. The dasher has your order, the dasher has shown up, the dasher's on the way. Be sure to answer your door. The dasher's there. None of that notification actually changes how quickly your burrito gets to you, but boy, it sure does keep you in the loop. Hungry, right? Same thing with an Uber. Uber five minutes away. How many times do you look down on your phone to see where the Uber is and did it turn the corner and are they lost? Because, you know, Uber drivers get lost all the time. That's the society that you were advertising to. And yet many people, they apply on your job and they get this sort of, we'll be back to you short. You have to have speed and clarity. Meaning right early on you can say, we have a stringent process for hiring, but we move quickly for the right person. There's going to be three stages in our process. The first one's going to be, you know, the who, what and when in your normal application. Should take you about five minutes. Then you're going to have ten minutes to do this. Then you're going to have 10 minutes to do this. And then you get to schedule a face to face appointment. You could be hired within 10 days or whatever that number is, or you could be having your first interview within three days. And we promise a hundred percent if you put in the work to apply, we'll get back to you with an answer. If you're going to win in the recruiting environment that you're operating in today, you have to have a system that allows you to do that. You're also having to catch up past a much wider net, which means you're going to be advertising on social, you're going to be advertising elsewhere, and you're going to get a lot of people you wouldn't want to spend any time talking to. One of our clients turned on their system Dec. 26, hiring for a salesperson. They screened 300 candidates and hired 11. By Jan. 9, they have one person whose role it is to hire part time. Because the system manages that complexity for them. It sorts in who should you be talking to, who shouldn't you be talking to? And people feel like they need to earn a spot on the team. Final point on process, have to be friendly. Athlete mobile. Meaning what do I mean by friendly? Sometimes people hear me say, you gotta have a standard and drop dead date. And their whole language is around, we expect performance and you're gonna get cut. And you're like, that's not friendly. People go, oh, that's an athlete. I don't work for that company. I've worked for those before. There's a difference between athletic performance and wanting to be on a team that wins and being on a team full of like despots, right? So balanced. It has to be friendly. It has to sound like a place they want to work, but it just has to sound like you have vision and a standard and where. And you know where you're going with your business and they can be a part of that. I don't know if any of you know Tommy Mello, A1 Garage. Interestingly, he says his goal as the owner is his dream. Has to be big enough for everyone else's dreams to fit inside his. And that comes through in the recruiting process. So if you're not communicating strong vision, standard for performance, right? They're not bought in.
