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The 7 Secrets to Hiring Great People

December 6, 2017

 

Hiring can be easy, if you know what to do.

 

Since starting a business, my team has personally hired hundreds of people over the years. I've learned that there are seven important factors before you make your hiring decision. Before you bring someone to your team, look for these seven key attributes:

 

1. Unique Skills: When searching for a potential employee, be sure to seek the necessary skills to enhance your team. They might even have skill that you weren't originally looking for! Many people can have multiple skills, which means that they can fill multiple roles. This means you can get three employees out of one person!

 

Interview Questions: What are your top three skills and how have you proven them over the span of your lifetime? What skills do you have that we have not discussed? Give me examples of how you have used them.

 

2. Versatility: A good candidate will be multi-talented. For instance, my personal assistant can do many things that helps me save time. If my chef is out of town, he can pick up a good meal. If the office needs a quick clean, he can help me get it done. In the interview, ask the potential employee, "What other skills can you bring that we haven't yet discussed?" The answers will often surprise you.

 

Interview Questions: If we asked you to sweep the floors, would you be willing and able to do it? Are you willing to pick up lunch for the team if we asked? If you could design the perfect job for you, what would it be?

 

3. Intentions: When it comes to hiring, motives matter. I once asked a potential employee, "What do you fear the most in life?" She said she was afraid of being poor. That automatically triggered me to believe that she was all about the money, not the work we needed her to do. If you want superstars, make sure the needs of the company are greater than their own. Employees should be there to serve, not just to fulfill their own needs.

 

Interview Question: What is your greatest faith/fear? What is your purpose in life? How do you know it is your purpose?

 

4. Attitude: During the interview process, does the candidate seem excited about the new role? Did they follow up with phone calls, emails, and text messages? Did they study the company carefully or just apply to get the job? Do they love the work or are they just trying to pay the bills? Watch for body language, verbal signals, and facial expressions. Be sure to ask tons of questions too.

 

Interview Questions: What do you know about us? How do you feel about working with this company? Does it fit with what you want to do in life? Do you feel like you can grow with us? What are your hobbies? What is your passion?

 

5. Personality: Some people connect right away, some don't. Chemistry is vitally important when attracting people to your business. If you select someone who has a conflicting personality, you can put your team in jeopardy. Ensure that no one feels out of place within your culture. Give your team a boost by creating diversity with multiple personalities.

 

Interview Question: Describe the kind of people you like to work with. What would be your ideal culture? How can you complement the culture we already have? What can you bring that we don't already have in our company?

 

6. Professionalism: Surprisingly, there are a great deal of people who lack professionalism. There are key areas to consider: showing up on time, adhering to the dress code, correct verbal and written communication, and so forth. Even if you have a highly skilled individual with seemingly good motives, don't hire them if they forget the simple courtesy of being a true professional.

 

Interview Questions: What does professionalism mean to you? What areas do you pride yourself on? How many times have you been late? If we asked you to show up at 2 pm, what time would you actually arrive?

 

7. Loyalty: Commitment is the biggest sign of a potential superstar. Sometimes, people might have the right skills, intentions, personality and attitude, but if they aren't committed to you and your company, it's just a job to them, not a career. Loyalty isn't always easy to find, but the best way to tell is if they do more than they are paid to do while continuing to grow and develop within your organization.

 

Interview Questions: Where do you see yourself in the next 5 years? Can you see yourself retiring with our company? How would you define our company in ten words or less?

 

Summary:

 

Looking for all these attributes is the secret to attracting great people to your company. Follow these questions on your interview and begin thinking about your ideal employee. Make a list of all the people you want to hire. Enjoy your new team!

 

Daniel Ally

www.danielally.com

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