How To Recruit A+ Team Players For Your Team
You need a system.
How many times have I heard;
“But there’s no one out there, it’s such a hard market”.
And yes, that may be a reality.
But I don’t believe that it’s the only reality.
Here is my 5 step system for recruiting A+ team members…
Step #1 – Identify WHAT You Are Recruiting For
What is the position?
What type of person do you need for the position?
The easiest way to figure this out is to sit down with an A4 piece of paper and create a mind map.
In the middle draw a little circle and inside write ‘my perfect bookkeeper’, or ‘my perfect PA’ or ‘my perfect audit senior’ whatever it might be.
And then what you’re looking to do is write down a minimum of 20 keywords that only describe this person’s personality.
Not their skills or abilities, just their personality.
Are they a team-player? Do they need to be highly organised? Should they be confident and a strong communicator? Whatever it might be.
Once you have your minimum of 20 words, the next step is to take a pen and circle the top 3 of those words.
It’s tough – but what is gets you to do is really focus on what exactly you are looking for.
And once you’ve identified those 3 words, whoever you pick for the role has to have all 3.
Not 1/3, or 2/3 – you need to be able to put a big tick next to all 3 things.
Some additional things that are useful to complete as this stage as well are:
– Organisational chart
– Roles chart
– DISC profiling
Step #2 – Craft Your Ad
I know some of you might use recruitment agencies and that’s one way of doing it.
But at the end of the day, whether you use recruitment agencies or you put your own ads online, you need to know what your ads are going to say.
And when you craft your ads you need to remember that you are looking for the best employees, it’s like looking for the best clients.
You have to create an ad that disqualifies the wrong people and converts the best.
And disqualifying is really important when we’re building an A+ team because in your ad you’re going to say:
“We’re looking for a person with keyword #1, keyword #2 keyword #3, if this is you then please apply. If this is not you then please don’t apply”.
This is why getting the personality right in step #1 is vital.
The key point when crafting the ad is to highlight the qualities you are looking for, and highlight the qualities you are not looking for.
The below is an example of what a great ad might look like…
Step #3 – Get It Out
In this step we need to be as systematic as possible about how we do it.
I’ve had clients in the past who have followed this 5 step process and said “Oh it’s not working for me” and I’ve said;
“Ok, hang on, the process does work, what is the reason it isn’t working for you?”
On one example we want back and realised that at this step (step #3) they thought that they were getting it out there systematically, but when we looked into it they realised there was a huge inconsistency between what they thought was happening, and what was actually happening.
Here are 7 ways you can get it out there:
2. Websites e.g. Indeed
4. Incentivise Staff
7. Personal Network
The key to remember for each of those is that you need a system to track what you put out, when you put it out and what the response has been for each one.
Test & measure, test & measure.
Step #4 – Check The Net
Recruiting A+ players is just like going fishing…
Once the bait and line have been cast, we need to keep checking the net for any fish.
One of my favourite ways to do this, which has been proven to work in many of my BlackBelt clients practices, is by using a recorded voice message.
So you set up a number for prospects to ring and record a voice message and say something like…
“Hey, thanks for responding to the ad. The person we are looking for is keyword #1, keyword #2, keyword #3. If this is you please leave your contact details and also answer the following 2/3 questions e.g. Why do you think you should get this job? Tell us a bit about yourself?”
And then you want to end the message by saying…
“If we don’t get back to you within the next 24-48 hours we wish you all the best with your job hunt”.
This is a really great method for screening and disqualifying prospects before you commit more time to interviewing them etc.
Please note though, this method only works well with lower level staff where potentially you will get a high volume of calls.
If you are recruiting for a new partner or audit senior, I’d probably pass on this method and go straight for an interview.
Step #5 – Reel Them In
Again, drawing the comparison to fishing…
When we reel in A+ prospects we need to do it slowly, and there’s a number of ways to do this to make sure they are a right fit for your practice.
– Telephone interviews (20/30 mins to pre-screen before face to face interview)
– Face to face interviews
– Group interviews
– Practical tests
– Half/full day in office
– Trial period
These are just some ideas – not an exhaustive list of every option available.
And you might say “Rudi, there’s no way I’m going to do that it would never work for me”.
Well, they are tried and tested over the years in practices just like yours…
You never know, they just might work for you after all…
Summary: The 5 Step ‘A+ Team Player’ Recruitment Process
Step 1 – Identify WHAT you are recruiting for
Step 2 – Craft your ad
Step 3 – Get it out
Step 4 – Check the net
Step 5 – Reel them in
Why It’s Important To Get This Right
Getting your recruitment process right is paramount to you finding the right team.
Without the right team on board, you will inevitably find yourself working harder than you should.
Spend time developing your recruitment process so that you only allow A+ players in to your team.
Once you do this you will find that your team will go from being ‘over-reliant’ to ‘self-reliant’ enabling you to go ‘hands-off’ and find time for the things that you want to focus on.