5. How Do I Hire My Next Great Candidate?

If your business is growing, hiring should be the number one project on your quarterly objectives. Hiring takes a great deal of resources and the hiring strategy should no look like what it did a year ago.

So how do you hire your next great employee? How do you select the right candidates? In this episode of the ONE BURNING QUESTION, I answer this question and give you the framework you need to begin. Read below or click on the picture to listen to the latest episode.

Picture of young, male employee with close beard, and hat.

I know how hard hiring someone is and how much time is wasted when it is not done properly. My days in Human Resources were often filled with hours and hours of phone screens with candidates who can’t remember that they applied and have no better answer to my question than, “I just need to pay my bills,” or “I just need someone to give me a chance.”

And sometimes I’ve been flooded with applications that belong in the “kind-of-sort-close-but-not-really-but-I-haven’t-gotten-anything-better-so-I-guess-I’ll-try-it” category.

OR, I want to choose from an assortment of ideal candidates, but my inbox is flooded with lavish resumes that lack substance or applicants that fall short of meeting my criteria.

I may have a basic idea of the tasks I want someone else to do, but the most important thing right now is to just get someone in the door.

If any of these even remotely sound like you, follow along because I’m going to give you the framework I use to help clients hire who they need, when they need them, and set their new hires up for success while they’re at it.

What Role Do I Need?

The first question you need to ask yourself is what role you are hiring for. I know that sounds super obvious, but in reality, many of us are thinking to ourselves, “I just need someone to help me.” I’m tell you, that’s not good enough. You didn’t open your business because you just wanted to help anyone at anytime with anything or sell anything to anyone whether they need it or not, right?

You built your business around a solid need, desire, problem, or gap. You put a lot of work into narrowing down your niche and targeting that perfect audience. You need to make sure you are hiring someone to help you with some very specific items. You know how you find that? Listen to the last episode, episode 4 where I give you 6 questions you should ask yourself to find out who you should be hiring right now for your business.

Your Second Step: Create the Job Description

Gone are the days of the cold reading essential functions that read more like Thou shalt than a true depiction of what the employee will do.

You want to create excitement and enthusiasm about what the employee or independent contractor GETS TO DO rather than a list of tasks you will make them do in order to earn their paycheck.

For example, When you list the functions of the job, you can write:

  • Change templates each week to reflect the branding of weekly podcasts, create content to accompany each image and schedule images by customizing to each social media presence.


  • Using social media design and scheduling tools, assist CEO with a brilliant, weekly campaign to garner excitement around each podcast episode.

Both say the same thing, but one reads more like the introduction to a work instruction and the other piques the interest so they read more.

You will be able to get down and dirty about your requirements when get to the “your perfect for this role if” This is where you can lay down those requirements. If someone needs to be able to put up with a little bit of micromanagement, then put it all on the table…some people just want to be told what to do and they might be perfect for you. If they have to know Trello vs. Asana, then then put it on there. If you need someone who is a positive, upbeat person, Yep, that goes here too. Think about your values, your company culture, and your mission. What does your perfect candidate look like? Explain your perfect candidate in your job description.

Okay, let me put my HR hat on. While these descriptions are used to help you find the perfect candidate, they are also used in a court of law. Sometimes that court looks like a conference room in the offices of an abandoned mall and some of them look like a scene from law and order. But either way, you need to make sure your requirements are actual requirements and not just your really, really, really, important must haves. I’ve seen way too often a leader REQUIRE a bachelor’s degree then hire a great candidate with 15 years of experience who did not have a BS degree. You are opening yourselves up for scrutiny every time you use the word, “require.”

Your job description should also include the title, who the role reports to, if it is an employee or independent contractor, whether it’s full time or part time, and whether the person can work remotely.

You’re probably wondering, “should I include pay?” Here is your non-answer: This is 100% personal preference based on your hiring goal.

If you think you are lagging market pay or leading market pay, this may be a great differentiator for this position, attracting candidates in your range and deterring those who are not.

A better question might be, why wouldn’t you put the pay out there? There are multi million dollar business out there that don’t pay as much as you are willing to pay. If you are in a small town full of employers hiring for similar positions, will posting the pay hurt your chances of bringing in employees or harm it? Only you can decide.


Your third step to hiring a great candidate is to create a great application

There are dozens of form builders out there that will connect to your website. No matter your webhosting you use, they have a form builder application that will integrate seamlessly in your website. If you do not have a website but are on Facebook, then you have the opportunity to use their forms to post a job. In fact, you HAVE to use their forms if you choose to use them for job posting.

Take a look at your “perfect person” bullet points from your job description. Grab a couple of those and create questions on your application. This will help you sort through applicants who are NOT the perfect fit. Your application is also a GREAT place to ask about salary expectations. BE ADVISED you CANNOT ASK FOR CURRENT SALARY in many states so either ask for their expectations or know the laws in your state.

Speaking of legal, most states now have a “ban the box” type rule about asking for criminal background. This means you can no longer ask on an application if someone has been convicted of a felony.

The Fourth Step to Hiring is to Post

Do not take your entire job description and use that as the posting. My recommendation is to post a summary, a few “you’re perfect if” bullets and a link to find out more. People who are truly interested will follow through. Those who post questions in the comments that could be answered by clicking through to read the job description, are not doing the basic, most minimum requirements to get the job, how do you think they will perform once they GET the job?

Now, where to post:

Start with yourself. Email your email list and ask them to share. Heck offer them a discount on your products or services if they refer your hire. Create a blog, or some social media content to share on your own social media outlets.

Next, post from your Facebook Page in Facebook Jobs. Do the same with Linked In.

Honestly, this should give you a lot of the traffic you need to hire the right candidate.

To cast an even broader net, post your job on Indeed, College job boards, and, if you are brick and mortar, you will definitely want to post with your local Chamber or Commerce or Small Business Association.

The Fifth Step is to Screen & Select

What does your screening process look like? Are you screening these dozens or even hundreds of candidates yourself? Will you use a rubric to compare your candidates or how will you compare your candidates to the functions and desires you put in the job description? If you are not using a rubric, how will you decide on your candidate?

What questions will you ask? You want to try and ask the same questions of each candidate you interview. While some questions directly related to their specific experiences are totally fine and expected, consistency in the remaining questions will provide you protection and the best overall picture of whether someone will be able to meet all of the expectations you’ve laid out in your job description.

Will you have one or a two-step interview? How will you communicate and schedule these interviews?

Are some of those functions and desires you have for the candidate more important than others? Who is the final decision maker? Will someone assist you? Do they fully understand what you are looking for?

Lay this all out so you can prepare yourself, your team, and the applicant of the process.

The Sixth Step is to Respond

Are you going to respond to the dozens or hundreds that applied? Will you only respond to those who got a contact screening? Will you use email, messenger, Voxer, zoom or a phone call? How do your values dictate how you would respond? What language will you use (also – see your values!)

Remember, you are leaving a legacy of your brand from the moment you put yourself out there to hire someone. Do NOT mess that up by allowing your frustrations to shine through during an interview or responding to questions on social media.

Your Final Step is to Onboard Like a Rockstar

Are your work instructions set up so they person knows what they need to do when they start working for you? If you’re not sure what kind of training method is best for your new hire, please check out episode 1 to learn about different training methods and how you will set up your new hire for success.

Set up a 30/60/90 day review process and outline the expectations of performance, behaviors, attendance. Think about how you will coach, educate, support, and drive them to exceed those expectations.

Create a short orientation that introduces them to the team, the tools, your mission, vision, and values, the work, and any safety related items. Just don’t make an 80-slide deck that lulls them to sleep. Remember, you’re creating excitement and welcoming them into the fold.

If this all sounds outside your wheelhouse or you don’t have the capacity for it right now, then contact me. THIS IS WHAT I DO. Don’t hesitate – visit my website at vimandvigor.biz and schedule a consulting call to get started. I have plans at different price points for established businesses to take advantage of. Check them out at ,vimandvigor.biz/services

Thank you for reading the blog from the ONE BURNING QUESTION microcast. Please join me in my private Facebook group Small Business Confidants where we come together to join, share, plan, create, and give.

So, what’s YOUR One Burning Question? Send it to ,info@vimandvigor.biz and it might just get on a future episode.

I value your time and I’m so very grateful you spent a portion of it with me, whether in the microcast or in the blog. If you think you might be ready to walk through strategically mapping your business so you can increase your visibility, reduce your stress, hire better, and grow a bigger vision, then let’s talk. Don’t wait any longer to schedule a free call to see if Vim & Vigor is the right plan for your business. If you’re not sure where to begin, my website has a short quiz just for you. It all starts by visiting my website at vimandvigor.biz

Let's Get to Know Each Other:

Leave a Comment