Deal FlowDIGEST 6
HOW TO HIRE ‘A-PLAYERS’ THAT GENERATE 3X THEIR INVESTMENT FROMDAY 1
When it comes to hiring new blood, there’s a big mistake that many businesses, organizations, and real estate entrepreneurs make. They see it as a cost. But for every employee you hire, you should be getting a 3X return on your investment, hands down. In this article, I want to share an insight into the incredible presentation delivered by Lee Arnold, international speaker, trainer, and licensed real estate broker, that blew our members’ minds. This presentation changed many perspectives on how to get the most from your staff and shared some incredibly smart ways to find “A-players” (super-talents that may be right under our nose)! “You have to have a mindset of making your employees’ goals your own personal responsibility, so that your employees will make your goals their responsibility.” He then challenged our members to think about what hire would give them the biggest amount of leverage on either their time or revenue. It started by Lee making a bold statement:
He then ran some numbers to explain that the right employee should be generating 3X their investment from day one.
As a side effect, this can also increase the retention of employees.
Although this approach seems so simple, it’s often overlooked, and it was a lightbulb moment for many of our members watching the presentation. STRATEGY NO. 2: TRADITIONAL JOB POSTING WITH A TWIST The two key components of a good job advertisement are “creativity” and “balance,” although the approach varies by position (and the SIC have a few rock- solid rules). You have to balance being relevant and following the rules while still being attractive to the job hunter. Your job title must be catchy and searchable, ensuring that it integrates a keyword that a job hunter would be searching. Think about starting pay potential for sales positions and personal growth potential for entry level positions. When you find people that look good on paper, you can invite them for an interview.
If this is the case, what is stopping our members from hiring more talent?
Employees today are looking for much more than a paycheck — they want a company that they can growwith. They care for their career, want to give their best and make a difference, and want to feel rewarded for their efforts. It’s why finding, nurturing, and working with the right people is a win-win for everybody involved.
But How Do You Find Top Talent?
STRATEGY NO. 1: EMPLOYEE REFERRAL PROGRAM
This is a simple and free way to find talented people by asking your current employees to put forward names of folks that may be interested in working with you. If you think about it, this decreases advertising costs associated with hiring, it doesn’t include any third-party fees, and it saves a lot of time and resources. But the big benefit is that this process typically has a much higher conversion due to the social credibility. There is also a very high chance that the referred employee will have a stellar work ethic and affinity for your company, and they will most likely work that much harder for you, as they will not want to “let the colleague down.”
A quick checklist for the interview includes:
Pre-written interview questions
Authorization for background check
Would it be:
Chief financial officer
Credit check
Chief marketing officer
Urine test
Chief operating officer
You can then sit down, ask questions, and decide who will add the most value to your business. Once you’ve identified the “A-player,” you can then give them an official job offer letter.
Chief security officer
A personal assistant
www.CGinvite.com
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