We have all had a job at some point or another, whether you worked in Corporate America or worked at a grocery store, most of us have all been employees at one time or another in our lives. But as you continue to work hard and grow your business, something really incredible happens. You might start to find that you can’t keep up with demand for your service! What an amazing problem to have! It is time to start searching for help to continue building your company. This is where things get exciting and nerve wracking. Have no fear, because WBG is here to help you navigate these uncharted territories. If you are not at a point where your business is ready to grow, that’s okay too. Use this as fuel to get to where you want to grow.
Where to Look
It can be daunting to find the high caliber person who will be as committed to your business as you are, but it is possible. Here are some tips on where and how to look for people in a time efficient and effective manner.
Tip #1 Social Media is going to be your best friend – Honestly, does this even surprise you anymore? Social media is going to be a gem when looking for talent for a few reasons. Firstly, using the web of interconnected friends you have to disseminate your search for help is going to increase the likelihood of you finding good workers. Why? Chances are the people that follow you on social media are fairly like minded people with the same work ethic as you, thus increasing the chances of finding quality help. Secondly, social media advertisements such as Facebook ads are fairly cheap and you’ll be surprised how far $10 will go if you’re needing to stay on a budget. Create some aesthetic ad campaigns and watch how many inquiries you will receive.
Tip #2 Craigslist & Indeed – These types of jobs boards are going to take a lot of work to weed through, but they are still worth giving a try. You’ll be stunned at the amount of talent out there and I know many people in the industry who came across some of their best workers on sites like Craigslist. While it might sound shady, give it a try if you are having trouble on social media.
Tip #3 Go old school – While it might sound ridiculous, try local newspapers, magazines, and your own website to post hiring ads. Trust me, people still flip through them. It’s actually how I first got into real estate videography. People also look through company websites for career or hiring pages, so if you are at a point where you are looking to grow it might be worth putting one on your website so those interested can apply directly.
Regardless of the method you choose, it is vital to have very specific requests in the advertisement for your job posting or you will get loads of spam and you will eventually become frustrated. I always recommend a certain amount of years of experience, some education (the amount is up to you), reliable transportation, and make sure you highlight that they will be working on the weekends. ALWAYS ask for a resume submission.
Once you’ve begun to receive some inquiries, it will be fairly easy to decide who you want to call in for an interview and who you don’t. Spelling errors, poorly written resumes, and general complacency will be sure signs not to move forward. Once you have a few prospects lined up, it’s time for the phone interview.
The phone interview is put into place to make the hiring process more efficient for you. The last thing you want is to bring someone in for an interview only not to show up and waste your time. The phone process ensures that your potential help is serious and committed so by the time you get to the face to face interview, there will be no time wasted. The phone interview is fairly straightforward and should mimic most of the questions asked in the initial job posting. Here are a few things to look for in a good candidate:
- They are articulate and well spoken.
- They are able to answer questions accurately and thoroughly,
- They don’t hesitate when answering a question.
- They sound enthusiastic.
- They don’t sound like they are doing something else while on the call.
- Their original answers on the resume match what they are telling you.
One question that should always be asked is “describe a time you had a disagreement with a coworker and how did you handle it?” This is a huge tell on a person’s character and likely how they would handle a situation with your business so it’s certainly an important question to ask. Make sure you are listening for everything listed above. It might take several rounds of this process to find a candidate you are confident in, but don’t be hasty. You’ve come too far for not to have the dedication from your workers you deserve
.The time has finally come. After weeks and potentially months of recruiting, you’ve narrowed your search down to a handful of candidates you think would be a slam dunk for the position you have available. It is time to bring them in for a face to face interview. This will be an intimidating experience for you and the person you are interviewing, just remember you are in charge! Make your candidate feel comfortable but also set the expectations for the job. It is important to ask very detailed questions during this stage of the interview as one these people likely will be working alongside you. Here are some great interview questions that we love:
- What are your weaknesses
- When were you most satisfied in your job?
- What can you do for us that other candidates can’t?
- What were the responsibilities of your last position?
- What do you know about this industry?
- What do you know about our company?
One important question that is strongly advised to ask pertains to training. Now, I’m not telling you how to run your business, but I would strongly advise you to leave training/job shadowing unpaid. When you see their initial reaction, it will become very clear how dedicated they are to you and the position. Now, on the contrary, most larger institutions pay for training. However, a position working in the wedding industry is a luxury and these jobs are extremely competitive. Asking this question will tell you almost everything you need to know in determining how committed a candidate will be.
The first job I ever worked did not pay me during training. Actually, I had to pay for the training! It was the longest I ever stayed at a job that wasn’t my own business. There’s something to be said about commitment when money is not a driving factor.
With all that said, I hope you feel armed with the knowledge you need to take the next step in growing your business. These are exciting times, so embrace the difficulties and enjoy the process! You’re on to great things. 🙂 Cheers.
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