UserGems 💎’s Post

I made this hiring mistake for years, and here's how you can avoid it... I didn't realize successful hiring is an ecosystem with four key parts: 1. Understanding roles and future hiring needs: ➝ Identify roles to eliminate current and future bottlenecks ➝ Plan future hires based on the problems/goals your current team will solve ➝ Example: After hiring for marketing, the next step is to hire for sales to close the lead 2. Building a dream team with company culture: ➝ Find people who align with your long-term vision ➝ Hire according to your company culture ➝ Create a hiring system that filters out people who don’t fit your culture 3. Role development before hiring: ➝ Develop the role first, then hire to fill it ➝ Map out what your hires need to succeed without your constant involvement ➝ Create SOPs and systems before hiring to make sure your new hires succeed within their role and free up your time 4. Solid onboarding: ➝ Provide proper training and introduction to your business ➝ Good onboarding saves money and time and helps employees do their jobs well, making your business money faster Onboarding is the final piece of the hiring puzzle. It helps your team stick around and work well in your business - Enjoy this? Repost it to your network and follow me for more

To survive in today's business world, you have to be able to think innovatively and stay one step ahead. Ask any entrepreneur and they will tell you that is easier said than done! How can you keep your business strategy fresh? Hire a consultant! When considering hiring a consultant, it's important to find someone who 1) Understands your vision 2) Supports your mission and 3) Puts your success as their TOP priority. If you've been thinking about hiring a consultant, but are not sure where to start, we'd love to connect and share the first step towards your future success! Click the link below to get in touch with us! https://lnkd.in/e7pVgUED

Is your hiring strategy sabotaging your customer relationships? In the world of small manufacturing, finding the right talent isn’t just about filling roles—it’s about shaping your business’s future and the trust your customers place in you. Tomorrow, we’ll be looking at why your next hire could make or break your reputation and what you can do about it. If you’re ready to rethink how you find talent, stay tuned.

Waiting until you're maxed out to hire support? You're creating problems for future you. You might think- "My business isn't ready". • Ready is relative and sustainable growth requires infrastructure. "I can't afford support". • If you can get out of management minutiae then you're more available to cultivate new leads. I.e. you'll have the income to fund team support and then some. "I don't think I can delegate and maintain my business standards" • Trying to hire when you're maxed out, creates a building the plane while flying it situation, making mistakes more likely. Hire ahead so you have time and energy to onboard effectively. What's holding you back from hiring support in your business? #businessgrowth #socialenterprise #consultants #plantosucceed

In the last month or two I've had two new prospective customers call me - both have been recommended to me having been trying to make a hire for over 6 months. And that's great..I like recommendations, and we can help with those kinds of issues. My opening question is always the same - "what's been going wrong?" Sometimes they know but more often than not there's some work to do to really understand why they haven't been able to hire. But unless you do that work, you're going to keep making the same mistake. So in a sense what they're engaging us to do is analyse the situation and identify the problem. Once that's fixed, finding and engaging their person becomes the final part of the process - the really heavy lifting is getting to the point where that can be done. Vocative #hiring #consulting #problem

Over-hiring can cripple your sales efficiency. Every new hire should be a strategic decision, ensuring your team is not just growing, but thriving in the right areas ✅ Lative’s platform provides precise capacity planning. 📊 Make informed hiring decisions based on accurate data. 📉 Avoid the pitfalls of over-hiring and boost your team’s productivity. 🎯 Ensure you're investing in high ROI areas With Lative, you can trust your hiring strategies to be smart, efficient and data-driven. #capacityplanning #salesefficiency #smarthiring #salesplanning

Especially in micro and very small orgs (1 to 50 people) you’re hiring for the problems you have RIGHT NOW, and probably in the next 6 months. (Which, at that size, is forever) And if you hire the person you really need, they’re going to be done with that work in about a year (because your idea of 6 months is probably 12 months of work) And then what do you and that person do? As we’re working on matchmaking within How to be Second, we’re talking to the First in Commands about what they need to solve in the short term (the next year) and what they actually need in a Second in Command relationship because after this initial hurdle, are you going to want to tackle the next set of challenges with them? #H2B2 #Second

Hiring someone isn't just about filling a position - it's about strategically investing in your company's growth. Here's why clarity is key in making the right decisions: 🔍 Define Expectations: Before making a hire, clearly outline what you expect to gain from that specific addition to your team. This can’t be vague or general - it’s gotta be specific. 📈 Identify Growth Levers: Understand the key drivers of your company's growth and how each hire contributes to scaling those levers accordingly. 🥅 Set Goals: Whether it's expanding your advisor network, increasing registrations, or boosting product engagement, define clear growth objectives - and stick to them! 🎯 Measure Success: Establish metrics to track the impact of each hire on your growth goals, and allocate resources accordingly. Moral of the story? Hiring for the sake of hiring leads to wasted resources and missed opportunities. Stay focused on what truly matters - and let that guide your hiring path.

I see a LOT of Dealers out there trying to hire staff on their own. This is similar to when a customer thinks they can get more money trying to sell their car privately, instead of trading it in. Yes, you can be successful in either scenario, however when you add up advertising, reviewing tons of resumes who aren’t qualified (especially in the summer), and the additional time of screening qualified candidates, as well as actually getting them to show up and COMMIT, what have you gained? More importantly, how much TIME have you lost from your day to day operations of moving the needle? 💰 Well as the old saying goes, I wrote the book on it. But I kinda did YO! 📕 Outside of GM roles (where there are 50-100 candidates for ONE position) and a few other high level Manager positions, Facebook and LinkedIn ARE NOT going to find you the candidates you desire! Yes, there are exceptions but for this Recruiter who has found thousands of HIRES for Dealers, less than 0.5% have come from Facebook and LinkedIn. So if you want to keep trying to find those Techs, Advisors, Controllers, Salespeople etc on your own, I don’t believe in luck, but I wish you all the best with it! However, if you are exhausted from the TIME invested of swinging and missing, you know how to find me. Or take the cheap shortcut, click the link, and buy the book! https://a.co/d/3s3gOzx #GrowthGratitude2024 #GOALLIN

Is not being able to hire hurting your business? 🚨 Often when a role is difficult to hire for, it can remain vacant for months and lead to a variety of problems. Typically, most business problems can be backtracked from not being able to hire the right person. These problems can lead to larger ones and soon hiring managers must shift their focus from helping grow the business to putting out constant fires. ➡️ Well then, what are some of the costs of not hiring? ❌ Missed Revenue. According to RepVue, a company could be missing out on $250 000 in revenue every month that sales vacancy stays unfilled. This figure could be drastically bigger for technical and other roles in the business. ❌ Failure to hit target and deadlines. If you’re tasked to hire someone to help contribute to a target or timeline and fail to do so, a fire could start quickly. Hire or no hire, those targets, timelines, and expectations of achievement still loom. ❌ Added pressure to existing team. Pressure can be shifted to the existing team to make up for the gap that this new hire was supposed to fill. Increasing the workload and expectations for your current team. ❌ Customers become dissatisfied. Having an under resourced team can lead to lead to customers paying for it the most. Customer wait times increase, NPS scores decrease and customer churn increases. What other problems have you faced from not being able to hire? #Hiringpain #Hiringstruggle #Recruitment