Does your company struggle with finding the right employees? Are you unsure if it’s time to hire someone new? We got you! Today’s episode is all about hiring team members that will LAST & our 4-step interview process!
If you are feeling overwhelmed, missing out on time with your family, or creating mediocre work due to having so much on your plate — it might be time to make your next hire. Hiring someone is a scary step, especially when it comes to finances, but the investment is SO worth it. Your time & mental health will thank you! If hiring someone is not a realistic option for your company right now, consider hiring a part-time assistant or someone to help out with events on the weekends. Get help where you need it and where you can afford it! Not sure what kind of position you need filled? Keep reading to find out how to create the position you really need.
One of the hardest parts of hiring a new team member is deciding what kind of role you want them in! Our team has a few tips to make creating your next position a little easier:
Have every team member write down all of their job responsibilities/daily tasks on sticky notes and how long each task takes to complete. Then, put them into 2 piles – tasks you want to keep and tasks you want to give away. Once you’ve determined the tasks that your team doesn’t want, you create the position around that! For example, Cam was recording + editing every podcast episode before I was hired. That was a timely task for her that she didn’t love, so that was one of the factors they took into consideration when deciding what kind of position they needed!
When we put out our hiring post to social, we ask that anyone who applies submits their cover letter AND resume. Anyone who doesn’t send both automatically gets cut from the hiring process. We know, this may sound intense, but we find it super important that our team members follow directions + pay attention to details! Also, cover letters really help us get to know the person. They’re much more personal! PRO TIP: Bonus points to anyone who addresses the hiring manager or company in their cover letter.
After you’ve looked through the resumes & figured out who you want to interview, we recommend holding a group interview or using a platform like myInterview online. When we used myInterview, we had tons of great feedback! This step will really help you get to know them and see if you think they would be a good fit for your company.
The next (& most telling) step is the challenge! This will differ depending on what kind of role you are hiring for, so we’ll give our most recent hire’s challenge as an example.
Our most recent hire was me, the Content Manager! I had to create a mock blog post with meta descriptions, keywords, and imagery. They gave me multiple prompts that I could write about & I made sure to use brand colors and fonts. They also asked that I create a mock Instagram, Facebook, Pinterest, and LinkedIn post along with an engaging Instagram story. This was not a simple project. It took me a few hours to complete! I think this is a great way to find out who is committed and wants to spend time creating quality content for your company. If you’re hiring for events setup, you could have your interviewees go on a shift with your crew!
Last, but certainly not least, is the one-on-one in-person interview. These should be your finalists. The people that you loved + could see on your team. Here is where you just have a conversation and really get to know them personally! You already know that they can do the work, now it’s about deciding who’s personality would make the best fit for your team.
We hope that this information was helpful to you and that you are able to make your next hire easily! Let us know if you ever have any questions. You can reach us at email@example.com or on Instagram @therender.co!
Brooke Hicks | Render Co.
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I thrive on using education to make true connections with all kinds of people. I want to point you towards better leading your teams, and guide you through all areas and stages of your business. I put a heavy emphasis on being present where your feet are, creating a community that is diverse and intentional, and growing in servant leadership through both my personal and professional life.
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