Don’t hire anyone without doing this first

When you’ve got a business that’s growing (which is, obviously, what we want), it can sometimes feel like you’re drinking from a firehose, especially at the beginning when you’re in the habit of doing everything yourself.

At some point, though, you surrender and eventually mutter the words that could change everything, or could make life even worse than before. More in this week’s video. Watch it now:

“I’ve got to hire someone to help me.”

Today, I’d like to save you from the costly and frustrating mistakes I made for years and show you how to avoid the trap of realizing, too late, that you could have saved yourself a lot of time and money if you’d hired differently.

In fact, in today’s video, I spell out the one thing that helps me hire the right people (and keep them).

It can’t be about just “grabbing a band-aid” of the closest human to you to stop the bleeding, ok?

Today, I won’t talk to any candidate or make any hiring decision without first seeing their assessment scores ahead of time. No chance, no way, no how. It would be a waste of my time (and theirs).

This was never taught to me in the early days, not until I had a 7-figure business, but I wish I’d known then what I know now. The more I use assessments before hiring, the more that things get better. And when you implement this simple addition to your hiring practice…things will get a whole lot better too.

You boldly deserve the best support possible,
Fabienne

P.S. Some of my favorite assessments are Kolbe and StrengthsFinder. And for some positions like Sales, I love using DISC and OMG too, because it gives me the full picture. Check them out. They have revolutionized how we work at Boldheart and how all of our clients within Boldheart (who are building teams to exponentially grow their business) use them too!

P.P.S Go ahead and share this quote!

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Comments 6

  1. Are you able to share an assessment recommendation? Would Myers Briggs be appropriate?

    1. Cathyann, Myers Briggs is an excellent assessment! And a few more of my favorite assessments are Kolbe and StrengthsFinder. For some positions like Sales, I love using DISC and OMG too, because it gives me the full picture.

  2. Good question Cathyann. I think assessments are a good idea but what’s a good one and do we customize it? Or even how do you read the results as a good match or not?(sometimes different styles and ideas can be a boost – good cocktail, right?)

  3. Yes, I am wondering what a good resource would be and then how you can determine if that person is
    a fit to the position. Any other bread crumbs of wisdom you want to offer… I am following. Thanks!

    1. Maureen, thanks for stopping by! A couple of my favorite assessments are Kolbe and StrengthsFinder. For some positions like Sales, I love using DISC and OMG too, because it gives me the full picture. To answer your question, some positions need someone with right-brain attributes: designers, advertisers, marketers, strategists, chefs, etc. While some other types of positions tend to have better success with left-brain attributes that require analytical thinking: computer programmers, accountants, lawyers, etc. For example, hiring a wildly creative, risky, visual person who hates instructions, details, and direction, may not be a perfect fit for an accounts payable position. Make sense?

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