23
Jun

Hiring to Explode Your Revenues – Part 2

Welcome to part II of Hiring to Explode Your Revenues by Mike Stromsoe.  We hope this helps take your company to the next level.  Enjoy!

How much do you want to be involved in the hiring process?  Are you really interested in interviewing 32 people to get the right one, whether it is you or someone on your staff?  If you answered no, I agree with you.  Here’s what our process looks like in a nutshell:

  • The ad is placed.
  • Prospect calls our hot-line telephone number and listens to a 3-4 minute recorded message describing the position we are hiring for.  I personally record this message once.  For this, we use AutomaticResponse.com, but there are many options on the market today.  At the end of the recorded message, prospect is given an email address to send an email to.
  • When they send this email (if they can follow directions, here’s where the autopilot testing begins), an auto responder automatically sends them a detailed email with more specifics about the job along with more directions on how they can get to the first interview.  Yes I said first.  The auto responder email is very candid about their responsibilities, the team organization, compensation, benefits, and more.
  • At the end of the email is the email address where they are to send their resume.  Those directions contain a specific request.  Here is where most fall short:  I ask them to email me their resume and put two things in the SUBJECT LINE – 1) their full name 2) the word "winner".  I am continually amazed that people cannot follow these simple directions, what will they do when they actually work on your team for your clients?  Also, I am looking for certain mindset, hence "winner".  This step really weeds people out.  The best part? I have invested less than 15 minutes at this point.
  • Once the resumes start coming in, time must be invested in reviewing them and beginning to set intitial interviews.
  • For those we want to pursue, we conduct a 10 minute initial face-to-face interview at our office.  The initial interview is six questions.  I am looking for a few things: make sure they are punctual; I want to check their appearance to make sure they fit; I want to look them in the eye.  At the end of the interview, I always know if they are destined for more scrutiny.
  • If the candidate is ready for the next step, we have them perform two different aptitude tests.  We use Kolbe and Selecting Winners.  There are many similar companies on the market, such as Omnia.  Make sure the company you use matches your industry and has a proven track record.  A very important, critical part of the process – have the person take the test AT your office.  I once hired someone and realized in the first two weeks that the person I hired did not appear to have the characteristics of the person in the aptitude test results… from that day, all tests are performed at the office.
  • When the candidate matches your need via all of the above steps, it’s time for the last interview.  This interview is about one hour, involves some 30 questions on all subjects and is conducted by two qualified people, one male and one female owner or manager.  Why?  The different genders just pick up different information the other might not.  All I can tell you it helps and it works.
  • Only after the second interview is an offer of employment and potential compensation made.

I know it seems like a lot of work, but the only time success comes before work is in the dictionary. 

Next time you are out in society, pay close attention to the people working at various employers.  Contemplate what you see and compare it to the kind of people representing your company on a daily basis.

I hope this helps you.  Make a difference and be unstoppable!  If you want to know more about our complete process, please shoot me an email at 411mike.org or comment to this article.  Thanks Mike! – villageChief

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