If you haven’t already seen my previous posts for Key Point 1, 2 and 3 here are the links, go check them out. So far I have shared that it is important to start with the end in mind, and how important it is to hire for attitude, and number 3 how to disqualify fast to save time on the hiring process. I will share 5 key points in total, on how to filter fast when hiring for your team.

The next point is Get 3 References. Three references for sure. This is like a deal breaker for us if we can’t get access to references. We can’t ask them, ‘What would your last 3 bosses say about you?’ and get clear on that and actually call the bosses and all the employees.

If you’re an A player, then you’ve got nothing to hide. The people that you wanna bring to your company they got nothing to hide anyway. So the point is, this is a great way to filter.

We want to keep it as transparent as possible. We want to make sure that everything is crystal clear on what they’ve done and on what they possibly would say about them. So this is non-negotiable, if we can’t get 3, at least.

This is one of the things you make sure you want to follow through and you want to be very clear from the offset that you’re gonna be reaching out to the references. That’s really important.

Speaking to the references will help you make the final decision. You can always judge people on their past successes or failures, whatever it may be.

The fifth point guys is to Decide, Celebrate and Onboard.

Most people or most companies, when they hire somebody, they don’t celebrate new hires very well. We want to create an epic experience, right from the moment the decision is made, it’s gonna be exciting for everyone, you want to build positive anticipation, right?

If you’re gonna start a great relationship with somebody, then always start with positive anticipation. If you’re just getting started and they are excited about what’s to come, you sold them on the vision, they are excited on how they can add value to your team and become part of something greater and bigger than themselves. It should be a celebration. That’s what I really wanted to make clear.

This is different from 99% of people out there that are hiring on job websites, but if you want to stand apart from the other you have to do things differently, right from the way people you bring people onboard. You wanna make it exciting and you wanna make it fun and really want them feel welcome.

How we on-board people is described in the on-board Module which is in the members’ area. Most of the people we bring at the start comes with no boring orientation. There is no ‘This is how we do things here,’ and left you with the excitement kind of fizzled out. We don’t want that. We want it to be fun, exciting and we want to build positive anticipation.

If you don’t do that, If you don’t have ways to welcome them and bring people on board then, ultimately, it’s not good enough for them, it’s not good enough for you and it’s not good enough for us.

Let’s make the hiring process epic. This is one point you can do which is very effective. When somebody comes on to your business, if they’re Filipino VA or whatever, if you are confident in this process and excited with the whole process then we want them to feel that this is a celebration too.

Send them out with their spouse and pay for their meals so they can celebrate. So their spouses would say, ‘Oh my God! This is amazing!’

They don’t just dive into a new role. You paid their meals. Celebrate our new relationship with them. They find a way which is creative, which is one way you can do it. Send them to a spa or whatever.

There’s a lot of great companies out there that do this, and it sets them apart from the others. They are creating world class company cultures, and loyal employees that thrive together. The point is, figure out something which is a great gesture. Inspire them and make them feel like, “Oh my God! This company is amazing!” That’s what we want.
Let people in, bring their best, and be excited to be working with you.

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