In the ecosystem of business, hiring is one key area where people and relationships intersect in a meaningful way. Remember, your business is only as robust as the team propelling it. How often do we pause and think about the significance of bringing a new individual into our workspace? Do we really approach it with the same strategic lens we often apply to business planning or marketing strategies? 
Based on the insights from Kevin Brent's "Entrepreneurial ScaleUp System" (ESUS), let's explore how a company can "punch above its weight class" in hiring. What could it look like to make the hiring process a point of joy, not just a business necessity? 

Is Your Hiring Strategy in Sync with Your Business Vision? 🎯 

According to an in-depth report by the Recruitment and Employment Confederation (REC), poor hiring decisions can cost a company more than £132,000 for a mid-level manager. This reveals how crucial it is to have a hiring strategy aligned with your overarching business vision. 
Are you clear about the roles and people you'll need for the next stages of your business? 
What kind of leadership development opportunities can you provide to attract top talent? 
How does your hiring plan tie into your 90-Day Planning? 
These questions could be the starting points to reframe your hiring strategies. 💡 

Think and Act Differently: Creative Hiring Strategies 🌟 

Kevin Brent suggests adopting unique approaches to tap into hard-to-find talent pools. For instance, Paul Rhodes of Green Gorilla Software engaged with a Ruby on Rails bootcamp to teach a module and made some successful hires in the process. Could there be similar opportunities for you to blend employee accountability with a fresh perspective on recruitment? 
What platforms, other than mainstream ones, could be beneficial for your hiring process? 
Could you collaborate with educational institutions to "grow people" and scout for talent simultaneously? 

Make It Appealing: Crafting an Irresistible Employee Value Proposition 🌈 

ESUS introduces the concept of an Employee Value Proposition (EVP). It's not just about what's in it for you, but what's in it for them? When you have a clear value proposition for your customers, why shouldn't there be one for your potential employees? 
Could defining your EVP help you in crafting more effective sales techniques for prospective hires? 
How does your business culture contribute to making the job appealing? 

Nurture & Grow 🌱 

Kevin Brent suggests a 10-step hiring process that could serve as a best practice. It spans from developing a Job Scorecard and your EVP, all the way to successful onboarding. 
Develop a Job Scorecard and your EVP (Employee Value Proposition) 
Build a people bank 
Create/place a distinctive job ad 
'Weed out' 
Telephone screen 
Tob Scorecard interview 
Flight test 
Reference check 
Will, values, results and skills (WVRS) 
Offer interview 
So, let's circle back. Is your hiring approach just a process, or is it a strategically designed journey aligned with your business objectives and the joy you aspire to infuse into your workplace? 
The joy in the workplace can be a ripple effect, emanating from the leadership down to every new recruit. As the saying goes, "Great conversations = fabulous results." So, how about we take the conversation about hiring to the next level? 

Becoming a People Magnet: A Pipeline for Success 📈 

The third principle that ESUS highlights is the concept of "Always be recruiting." In simple terms, even when you don’t have immediate openings, keep your eyes open for talent. This embodies the principle of continuous improvement. How? Well, what if your hiring strategy becomes a part of your ongoing business planning, something that lives and breathes in your everyday operations? With this proactive approach, hiring is not a fire drill that happens when someone leaves, but an ongoing, conscious activity that's deeply integrated into your leadership development strategy. 

Building a People Bank 

ESUS suggests establishing a 'people bank,' which is a brilliant way to align with the principle of "Always be recruiting." Here are some questions to stir the pot: 
What kind of profiles could benefit your future plans? 🤔 
Could you cultivate relationships with these talents even before you have a specific role for them? 
How does this "people bank" align with your Key Performance Indicators (KPIs)? 

Weed out Early 

Weed out candidates early in the process, which aligns well with the concept of "fix what bugs you." If you've ever been stuck with a hire that doesn’t quite fit, you know it's not just about them; it's a reflection of a process that could be improved. Create a barrier for them to jump over like create video introducing themselves or fill in an application form. 

Qualify Hard 

“Qualifying hard is about making sure you spend your time with good prospects and weed out the others early," says the book. Now, what if you used the same stringent qualification methods used in your sales techniques to make hiring decisions? Imagine the level of employee accountability and performance feedback you'd achieve! Consider using external testing before you ever meet them for an interview. 

Develop a Job Scorecard and Employee Value Proposition (EVP) 

In line with your business strategy and value proposition, your EVP should answer the question, “Why should I work for your company instead of somewhere else?" 

Keep the Process Rigorous but Human 

This is where “Business Joy” comes into the picture. Make the experience engaging for the candidate as well. Remember, joy in the workplace starts from the first interaction. This approach will also help you with cash flow management in the long run, avoiding the costs associated with high turnover rates. 

Summary/Key Takeaways 

For the business owners out there, whether you're a novice or seasoned in these principles, remember: 
Always be recruiting: Make hiring an integral part of your business strategy. 
"Fix what bugs you": Identify and correct inefficiencies in your hiring process as part of your commitment to continuous improvement. 
Joy in the Workplace: From your value proposition to the interview process, let "Business Joy" be your guide. 
Use your 90-day planning to integrate these principles and keep an eye on your KPIs as you go along. 
This is not just about filling a vacancy. It’s about building a business that thrives on the principles of Leadership Development, Employee Accountability, and ultimately, Business Joy. 
To make it more insightful, I remember when I first implemented these principles in my own & clients hiring strategy, it was transformational. Not only did the quality of hires improve, but their retention rate soared. It's proof that when you "just do it and find out," you unlock incredible potential. 
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