John Crestani Super Affiliate System
0:10 How to Hire Employees Tip #1
First off, during the interview process, I don’t just interview people being like, “Hey, you know, what value can you add to the company and why do you wanna work here?” I first look at their previous employment. What did you do there? What were the results? Why are you leaving? They have to have a good concrete reason.
0:30 It can’t just be like, oh I’m looking for more money. I’m not saying we won’t pay people more money, and I’m just saying they have to have a good reason. Like, oh I’m not learning enough or oh, something wasn’t promised that I was being got, right. They have a good reason for leaving and the reason I say that is any time you guys are hiring if you’re not hiring people if you’re hiring people who keep leaving jobs, they’re considered like hoppers.
1:00 But if you hire people who stick around, from previous companies, as they stay there for years, they’re much more likely to stick around with your business. You’re not going to have to keep replacing. It’s costly to continue to hire new people for the same role.
1:15 How to Hire Employees Tip #2
In addition to that, you want to make sure that that person can produce. So, I ask ’em, “Hey, if you’re doing this role “within my company, what would you do?” And I’m not looking for overall arching strategies; I’m looking for specific tactics. There’s a lot of people who can read, but there are very few people who can implement. I’m looking for executors.
1:35 How to Hire Employees Tip #3
Then I want references of their old employers. Of course, if they have a current job, I can’t call their current boss, but I would call other previous ones, and I tell them, I’d call them because we do, and we do reference checks. And, it’ll be funny because most people think like oh no one does reference checks. We do reference checks, and we find out about the person, and you’ll learn a lot of exciting things such as their weaknesses, their strengths.
2:00 You don’t go ask a former employer, “Hey, “what do you think about this person? “Should I hire ’em?” Most times they lie, or they won’t tell you the truth. We try to find out what are their strengths, what are their weaknesses, what do you see them as their ideal role within an organization?
2:15 How to Hire Employees Tip #4
Things that are more actionable so that way we know where they fit in and then we also have other people on the team ideally, interview them for a cultural fit. If someone’s not a cultural fit, even if they’re an incredible talent, they’re willing to take the pay that you’re offering, you think they’ll do well, but if they’re not a cultural fit, they’re going to ruin the company atmosphere, and they’re not going to last long.
2:30 That is one of the most important things that people take for granted. But that’s our process for hiring, and it takes roughly 30 days from when we interview someone before they start because two weeks notice, have to go through the checks and the balances, multiple people within our organization need to interview, but that’s how we hire people. And if you don’t do that, you’ll have a lot of churns. So make sure you’re thorough, hire slow fire fast.
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