You Need a Clear Plan Based on Knowing What’s Ahead As a river outfitter I would train several new guides every year and we would spend a lot of time learning how to read the river, which is a critical skill for any guide. Equally important is the ability to know when and how to scout. To do this we pulled the raft to the bank and hiked to a vantage point to see what was ahead. Each guide was required to explain what he thought was the best route and why. After everyone had a chance to share, I gave my assessment and pointed out the dangers of each option and how to minimize those challenges. We then mapped out the best course. Once we were on the same page we would return to the raft and take turns following the plan. Sometimes things went perfectly; other times not so much. Either way we would learn something from it. You Need to Develop a Great Crew to Have a Successful Run
Having one great paddler is not all that great. Canoeists are usually great paddlers but a raft guide has to try hard not to wince when he get a canoeist on his crew. Because the canoeist can draw, cross-draw, pry, sweep and use an assortment of strokes, it means he can do things the guide would not normally expect. When that happens the guide has to make counter adjustments in order to get the raft back on track. Rather than depend on one paddler, the guide’s challenge is to develop a team, with everyone in the right position in the boat. When everyone works together as a balanced crew the results are excellent. If the “great” paddler won’t listen to instructions, the guide has the right to kick him off the trip if the safety of the crew is in question. Next post: Be a Smarter Marketer (Excerpted from my eBook 6 Keys to Rapid Business Growth. Click the title for a free copy.)
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In the last post we looked at the first two steps in hiring the right crew. Steps three and four are: 3. Implement a Pre-Interview Screening Process: Too many business owners waste unnecessary time interviewing candidates who are not truly qualified. Avoid this problem by implementing a simple screening process. Here are two strategies I recommend before you get to actual, in-person interviews: Voice Mail Screening: Set up a special voice mailbox for screening purposes. In your job description ad, have candidates call the number and leave a message BEFORE they even submit a CV. Listen to the responses. Ask the applicants whose messages impress you most to send a CV and complete a psychometric profile. E-Screening: Instead of a phone message, ask candidates to reply via email and include some specific questions that they should answer, in addition to submitting their CVs. You'll find that a surprising percentage of applicants won't even follow this simple instruction, which is a fast way to weed them out. Depending on the number of applicants and the nature of the job, you might even add another layer of screening: a live phone interview before you get to the final step, an in-person interview. 4. Bring Them in for a Test Drive: Bring top candidates in for an on-site interview. Get a feel for their personalities. Introduce them to the rest of your staff. Create a series of interview questions and have them focus on actual past experience as opposed to theoretical future possibilities. Then make an offer to the candidate who impressed you most. If you need additional help putting together your dream team, call me at 719-426-7643 or visit https://www.timetrade.com/book/WRZ6H to schedule a 60-minute Free Forward One Coaching Session. I have dozens of other strategies to help you find and manage high-quality employees. Next post: Lessons from the River (Excerpted from my eBook 6 Keys to Rapid Business Growth. Click the title for a free copy.) Hiring the right people is one of the most important things you can do to support the long-term success of your enterprise. And yet so many business owners approach hiring as an afterthought. They put a half-hearted ad in the local newspaper and hope they get lucky.
The solution for this problem is to have an Employee Acquisition Plan. You simply must implement one if you want to reduce staff-related headaches and find high-quality candidates to take over your business if you decide to move on at some point. There are four simple steps to hiring the right crew. I’ll mention the first two in this post: 1. Write a Brilliant Job Description: The best way to catch a lot of fish (especially the right kind of fish!) is by using the best bait. Most job descriptions are anemic. Make yours stand out. Write your job descriptions in "what's in it for the applicant" language. Be specific about the characteristics and qualifications needed. Include the hours and earnings potential. 2. Generate Leads: You've got to be proactive when hiring. It's not just about writing a great job description; it's about getting that description in the hands of the right people. Here are six ways to find quality candidates:
Recognize how important hiring is to your organization and be completely engaged in the process of finding the right people. Next post: Hire the Right Crew – Part 2 (Excerpted from my eBook 6 Keys to Rapid Business Growth. Click the title for a free copy.) |
AuthorDwight Grant is a seasoned businessman with over 30 years of leadership experience. He lives in CO where he enjoys whitewater rafting, mountain biking and spending time with family. Archives
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