Kevin Kilday’s Post

Everyone says, “hire fast when you’re growing.” Gamma took the opposite approach — and maintained strong growth last year with a lean team of under 20 people Our internal mantra is "hire painfully slow." What does this mean? We don't open up a req until we really feel the pain of a specific part of the function. "Hiring painfully slow" isn't just about us internally feeling the pain, though. It's also about recognizing when our customers feel it, too. If customers can’t reach support or get their questions answered, that's when we know it's time to bring someone new on board. But before we hire for any position, our founders and experienced team members do the job first. We try to understand every aspect of the role ourselves. Because when we go out to hire, we need to… - Know what “good” looks like - Understand how hard the job is - Identify all the different places that function can fall over This approach builds much more empathy before we even look for the first person to fill that role. Building a strong team isn't about hiring fast. It's about hiring right.

It's better to have a small team of highly qualified employees than a large team of average performers. The focus should be on finding people who are not just competent in their roles but also align with the company's values and goals. #HireBeen #focus #hiring #strategichire #team

Just hired employee #56 Key lessons in scaling a team: Hire for culture, train for skill Document everything Clear KPIs from day one Weekly 1:1s are non-negotiable Celebrate small wins Build redundancy in key roles Your business is only as strong as your weakest process. What's your best hiring tip?

Build Your Dream Team: Master Hiring, Training, and Retention Creating a high-performing team is crucial for any successful service business. Our latest The Daily Service newsletter dives into effective strategies for hiring, training, and retaining top talent. Unlock the secrets to building a dream team that drives your business forward. 🔗 #TeamBuilding #TalentManagement #BusinessSuccess #ServiceBusiness #EmployeeTraining #RetentionStrategies

Bringing in new team members is always a big moment 🎉. I've seen how some common recruiting slip-ups can either set your team on a successful path or, well, not so much 😬. First up, there's that urge to focus more on cost than quality 💰. It’s easy to get pulled into saving some bucks, but honestly, you tend to get what you pay for. Going for the cheapest option might feel smart, but it often leads to spending more on training or replacements when things go sideways 😖. (And who needs that kind of stress? 😩 Skipping background checks is another avoidable mistake ❌. Sure, it might feel like a chore, but it’s super important for making sure a candidate's skills and experience line up with what they’ve promised 💼. It helps steer clear of any unwelcome surprises or a bad match for your squad 🚫. And here are a few more traps to dodge ⚠️: - Rushing the hiring process ⏳: Take your time to get to know candidates properly. Rushed decisions might end up with someone who just doesn’t vibe with your company culture 🎭. - Overlooking soft skills 🤝: It's not just about what they can technically do. Communication, adaptability, and problem-solving really matter, especially when it comes to accounting 📊. - Fuzzy job descriptions 📝: Make sure you're clear about what the role involves to avoid disappointments on both sides 🔍. In our line of work, every position is key to keeping things running smoothly and making clients happy 😊. Picking the right folks from the start can spare you future headaches and actually help your firm thrive 🌱 Keep these things in mind, and you’ll be on your way to building a strong, effective team 💪. Book a call: https://lnkd.in/g-zwYkj2

If you were to leave your current role, what would be the reason? This is a question I’ve seen advised that we should ask/be asked in any 1-2-1’s we may have. I like the concept. Don’t wait until it’s too late to lose team members when you can fix issues in advance and then get back to a strong team. Too often issues lie unresolved, often unknown. Having just been through the recruitment and onboarding of 3 team members and in the process of a 4th, it takes a lot of time, a lot of effort and ultimately a lot of money to recruit new staff and new recruit all comes with risk. If we can ensure that both employee and employer are open about what works and what doesn’t then we can spend the majority of the time building the business, not the team.

Does it feel like you're constantly in "recruitment mode"? You've just hired another employee only to lose 2 more? What's surprising 😮 this time is you were so sure these 2 employees would be with you for the long run. So, why do employees leave their jobs? You may be quite 😲 when you read "Why Do Employees Leave Their Jobs?". Link to article below. If your company is struggling with any of these issues, look out for our upcoming series "How to Build a Winning Team" for tips & strategies to help you attract the right employees & lose less of your employees to your competitors. https://lnkd.in/eFe95DXR

Ready for the holiday rush? Six tips to help you build a stellar team to handle the busy holiday season. 

Ready for the holiday rush? Six tips to help you build a stellar team to handle the busy holiday season. 

Ready for the holiday rush? Six tips to help you build a stellar team to handle the busy holiday season.