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What is the main thing you should look for on a potential hire’s resume? How can you attract and hire the best team members? What can you do to make your company stand out in the current hiring market?
In this podcast episode, Joe Sanok speaks with Jamie Van Cuyk about how to attract, interview, and hire the best team members.
Podcast Sponsor: Noble
Our friends at Noble believe in using technology to enhance, not replace, human connection. With Noble, your clients will gain access to between-session support through their automated therapist-created Roadmaps, assessments to track progress, and in-app messaging. These tools help you and your clients gain a better understanding of their progress between sessions – how they are feeling, and what areas may need more focus – so you can tailor your one-on-one sessions to their needs more effectively.
Not only will Noble help you offer your clients the most transformative experience possible, but you can also earn passive income while doing so. Learn more and join for FREE at www.noble.health/Joe
Meet Jamie Van Cuyk
Jamie Van Cuyk, the owner and lead strategist of Growing Your Team, is an expert in hiring and onboarding teams within small businesses. Drawing from over ten years of leadership experience, Jamie teaches her clients how to hire their first team members, including employees and long-term contractors. By learning the dynamics of each company and their specific needs, she helps them find their perfect-fit, long-lasting team members and avoid the hiring and firing cycle.
Visit Growing Your Team and connect with them on Facebook, Instagram, and LinkedIn.
Freebie: Download the Growing Your Team Hiring Checklist
In This Podcast
- Identify the role and the prerequisites first
- What does success look like in your company?
- Look for transferable skills
- How to stand out in the market
- Jamie’s advice to private practitioners
Identify the role and the prerequisites first
You need to know what it is that this person is going to be doing within your organization or company.
I’ve seen so many people, especially with their first hires, that say, “I just need help. I’ll figure out what they’re going to do later.” Well, you can’t hire someone if you don’t know what they are going to do. (Jamie Van Cuyk)
Even if you are hiring someone to do basic admin work, ideally you should specify what that admin work is, or consists of.
You need to hire someone that is skilled in those areas, or wants to do those things.
You need to know what tasks and responsibilities [that someone in] this role is going to do so that you [can] hire a person that has those skills. (Jamie Van Cuyk)
What does success look like in your company?
Two people completing exactly the same tasks in two different businesses will yield different successes because each business values different things and has different desired outcomes.
Therefore, identify what success looks like in your company, and for you. Additionally, what is the culture that this success helps to build?
Hiring for culture-fit is [hiring] the person that is going to be happy in your office, work environment, the person that wants to thrive there and can follow your processes, the person that is going to treat your clients the way you want them to be treated … to build on what it means to be a worker in your organization. (Jamie Van Cuyk)
Rather hire this ideal team member than someone who simply checks the boxes within the company.
Look for transferable skills
When you scrutinize a potential hire’s resume, look for transferable skills.
Have they done this exact job before, or can they do the job that you are advertising? Some skills are specific – a therapist with a different focus is still a therapist and has trained for that profession, whereas most people can learn to be an admin.
The perfect candidate for your company can come from a completely different industry but still have the necessary transferable skills that can help them to succeed in the advertised role within your business.
How to stand out in the market
1 – Make sure that your job posting speaks to the person who will be the best candidate for your company.
Your job posting has two responsibilities:
- Attract your ideal candidate
- Turn away other candidates
People want jobs that match what they are looking for and that is more than a paycheck and more than tasks and responsibilities … now [it’s about] fitting into that culture and being able to live the life that they want. (Jamie Van Cuyk)
2 – What is genuinely required on your job posting? Examine each bullet point that you have put down and ask yourself why you placed it there. Are these qualifications really necessary for your ideal candidate to have?
3 – Put your offered salary down. What are you paying your employees? Be straightforward and honest, because it will help your ideal client make the best-informed decision.
4 – Be true to what your company signifies and the values that it holds, and remain consistent with these values.
Jamie’s advice to private practitioners
Consider the tasks you are having difficulty delegating: do they have to be done by you, or do they simply have to be done right? Because you can always train someone to do things right.
Useful Links mentioned in this episode:
- Slow Down School — Early Bird tickets are on sale now
- Join Noble for FREE at www.noble.health/Joe
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- How to Start a Website to Launch Your Practice: Ask Joe | PoP 712
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Meet Joe Sanok
Joe Sanok helps counselors to create thriving practices that are the envy of other counselors. He has helped counselors to grow their businesses by 50-500% and is proud of all the private practice owners that are growing their income, influence, and impact on the world. Click here to explore consulting with Joe.
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