Building Teams From The Ground Up
Building teams and building up your business from scratch takes courage and keeping afloat and building on that success takes a strong and determined character.
But you’re not expected nor can you expect to go it alone completely. As the pressure of running a successful business increases, so does the workload and that’s when it’s time to consider the next steps.
Are You Stuck Being Average?
Do you maintain the status quo or running it as a solopreneur? Managing the workload alone can be tough but it could be limiting yourself to how far and how fast you can grow.
Do you set your sights a little higher and start building a team from the bottom up? Building a team who can support your business objectives and take them on to even greater success could be the solution.
At the same time, there is somewhat of a third way where you might maximize your use of Artificial Intelligence and invest in some groundbreaking software that mitigates the need to have such an expansive workforce.
With the right automation tools in place, you can multiply the efficiency in your business. Be sure to check out my post on 9 Online Marketing Investments I Wish I Made Sooner to learn more on this.
But whether you choose the first, second, or third option and install MDM software with organization-wide policy reinforcement, one thing still remains, the need for a great team however small or big that might be.
Finding Your Best Fit While You Are Building Teams
Hiring can be a daunting prospect, how do you know the person or people you recruit are going to share your vision, how do you know they’ll work as hard as you do and how do you know you’ll even make the right choice?
The answer is you don’t, not entirely but you can make informed choices and in this article, we’ll look at some tried and tested recruiting actions that are going to help you find the very best fit for your business.
The very first thing you’re going to need to do is to stop and think. You need to think about what it is exactly you need. This might be one person to do one role, or several to carry out several jobs.
What you can’t do is hire a dogsbody, someone who runs around picking up every little job that needs doing. Divide your jobs into clear and exact roles, which will attract people with the same skill sets that you need.
Once you’ve created job titles you need to write them up into two further documents, the job description, and the person specification.
Job Description
This document sets out exactly what will be required day-to-day, week-to-week in the role. It will outline the duties that need carrying out and the level of complexity of each job.
It tells a candidate what actions they’ll be expected to perform but also the salary, place of work, any benefits they’ll be entitled to plus any paid leave.
When you have this document in place then you’re ready to look at the next piece of the puzzle, the person specification.
Person Specification
In this document, we’re talking about the personal and professional skills and qualifications that your ideal candidate will have.
You’ll be able to divide this up into education, work or industry experience and further still into the hard and soft skills needed to carry out the job effectively.
By hard skills, you’ll be looking at the actual job-related elements such as accurate accounting, an eye for detail and so on. When it comes to soft skills you’re looking for those little extras, someone who naturally keeps a cool head under pressure or who has a great way with people.
Be clear on the number of years experience you need and have in mind your ideal candidate as you draw up this document. Then you’re ready for the interview process.
Interviews
It’s quite normal for the interviewer to feel almost as nervous as the interviewee and that’s fine, use that surge of adrenalin to help you focus in on what you need to find out during the interview process.
You will want to exert just a little bit of pressure on your interviewee to see how they cope but not enough that you become unreasonable and rude. How your interviewee performs in these circumstances will provide some major clues as to how they’d cope in real life, everyday atmosphere of a busy office.
You are also looking for some examples of real-life experiences that back up what you’ve read on the CV. If your candidate says they have leadership skills, then find out when those leadership skills were challenged and what the outcome was. Focus in on the skills that are essential for your business and test them to make sure they ring true.
Work With The Right People
Making that final decision can sometimes be tough when you have two or more candidates who demonstrate equal suitability for the role, so you’re looking for who brings a little extra. Was there one candidate that you felt you clicked with more on a personal level, or someone who you know would put clients at ease with their calm and friendly manner?
They may not be the most qualified but sometimes it’s these little extra attributes that can put them over the edge and give you more than you expected.
You are, of course, perfectly entitled to call candidates in for a second interview if you’re not too sure but you’ll need to figure out what it is that you’re going to ask differently the second time around if that is the case.
Getting the right team members behind you is a leap of faith. Most of the time it will work just fine, but there are times that it just doesn’t work out. Have a six month probation period built into your contract to avoid going through an awkward sacking process.
Having your dream team in place is going to propel your business further forward than you could have imagined. Sure, having to think about HR issues is another resource to manage but get the right people in the right jobs and you won’t look back. With everyone pulling together, those goals and dreams are going to be fulfilled and your business is going to soar.
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