3 ways to hire intentionally for building team

CATEGORY:

Meg K and Co- intentional hiring for building team

When you’re building team, there are some big key questions I encourage you to think about during your recruiting and hiring process. This is how we have hiring happen FOR us instead of to us- it’s almost like manifesting your ideal contractor or employee. 

Questions you can ask yourself when writing your job description and screening people: 

(I use “they” to envision all the people out there in the job searching pool)

-1. Do they align with my business’ core values? 

-2. Do their strengths complement mine and the role I’m hiring for? (This is where assessments like Kolbe come into play)  

-3. Does their vision for themselves professionally align with the kind of support I desire? 

Key question 1: Do they align with my business’ core values? 

A big one is identifying your core values and company culture/ core values- nothing fancy but it’s important to have an awareness of this. 

Then, as you’re writing your job description and screening folks, asking yourself this: 

“Does this candidate align with my company’s core values?”

Yep, you’re allowed to do that. 

You’re allowed to be thoughtful and super intentional when you’re hiring- and you’re allowed to take your time instead of hiring the first person or two who crosses your path. 

This is super important because throughout your customer or client’s experience with your business, you want those values throughout their experience! 

And I would imagine you want those values as a part of your team culture and your experience when you’re working with your team (contractors, employees, whatever!) 

For me, a big one is safety. In order for my clients to grow into the leaders they want to be, they’ve got to feel safe. Qualities I look for in people when I’m hiring are:

-trust worthy

-kind in all communications

-funny (they take themselves seriously because this is business and not too seriously)

-honest

(the list goes on and on) 

Key question 2: Do their strengths complement mine and the role I’m hiring for? (this is where Kolbe comes into play!)  

If you’re not Kolbe literate, it’s no worries! If you work with me, I’ll get you assessed and share with you what  you need to know! This is SUCH an effective way to see if the candidate works in the way you need them to. This isn’t the only measure and I won’t necessarily let Kolbe break the deal, either. 

A real-life example:

I could talk about this for ages- I’ll just give an example for right now. My former client is a web and branding design agency and coaching biz owner. She is what they call a low followthrough/systems, lower fact finder, and high quickstart. What this means is that she can make decisions very quickly and doing the work of researching and writing/implementing project plans and getting in the granular details of team and project management bum her out and slow her down. Her brilliance is design, teaching, and being the visionary in her business. 

I was her long term account and  project manager for a bit- and I did a pretty decent job if I do say so myself- AND it exhausted me. I’m a high quick start like my client- and I took a different Kolbe assessment to see how I was operating- and it was in conflict with my  actual Kolbe- I was operating like a low quickstart and high fact finder. This explained why I was burning out in this role LOL My client also took a Kolbe assessment to see what Kolbe profile she thought she needed for this account/project manager role. 

We ended up hiring my replacement. We knew we needed someone who was a high systems number (this is someone who loves setting up systems and writing SOPs) and a lower quick start. Did we hire someone with the EXACT Kolbe we were aiming for? NO! But it wasn’t super far off. 

Now- over a year later- our hire for this account manager is still working for my client and they have a really  awesome working relationship! 

The lesson: We want people in the right seats doing the work that they love and suits their MO. 

Without using an assessment like Kolbe, you can ask questions about what kind of work lights them up. If you’re hiring for a customer service assistant role, I wouldn’t hire a super high visionary or creative- I would rather look for people who really love being in the inboxes, organizing, and communicating and solving problems!

Key question 3: Does their vision for themselves professionally align with the kind of support I desire and need?

I’ll be blunt- this is where we think about possible conflicts of interest. For example, if you are a course creator for personal development/improvement, the last person you want to hire is an aspiring coach or someone who wants to build a brand like yours one day. And I’ll be blunt one more time- if you’re screening people who are saying “I want to LEARN!!”- this could be code for “I want to learn about how you are building your business because this is what I aspire for too!”. This is not ideal! So think about the types of people who won’t be in conflict! Especially if you want someone to stay in this role you’re hiring for for the long haul! 

If you’re a visionary entrepreneur, it may be hard to imagine that there are people that exist who truly aspire to be working for people they love full-time from the comfort of their homes. Not everyone is trying to build their empire. Beware of the empire builders- because it’s a conflict of interest. 

Also, get specific about the kinds of time requirements you would like people to be available for you. If you want consistent weekly meetings or morning slack check ins, or inbox availability  during the daytime, look for people who love consistency in schedules. The more “nomadic workers” probably won’t be the best fit. However, if these aren’t vital to you and you need someone to plug away at whatever time of day as long as it’s done on time, the travel lovers and nomads would be totally fine! 

I see it like dating- I almost hate that I’m making this comparison lol but stick with me- when I went on match dot com many years ago to find my mate- I made some decisions about some non negotiables to avoid possible (and avoidable) conflicts and incompatibilities later. If someone didn’t meet my criteria, they didn’t get a date. 

I didn’t get super granular and petty- just 3-4 big non negotiables for me- one of them being similarities in political beliefs. If you know me, I have some firm beliefs rooted in social justice and a relationship with anyone who doesn’t feel similarly doesn’t have a chance. (and I’m NOT saying that politics should be a reason you don’t hire somebody- it’s just an example for my analogy- think about other things that are important in terms of how you want and need to be supported in your business)

Thinking through what your ideal support looks like ensures a longer lasting and more supportive working relationship!

Why this matters: 

If you don’t ask yourself these questions, attrition (ie the hire not working out) is more likely- and trust and believe, attrition can be a pain and cost you time and money. 

This is why I help my clients hire and onboard with intention! Through my process, we let hiring happen FOR us!

Ready to build your dream team? Click here to apply for a call with me! 

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