The Hiring Experience

Understanding and Enhancing Your Company's Hiring Journey

October 26, 2023 Max & Mike Episode 16
The Hiring Experience
Understanding and Enhancing Your Company's Hiring Journey
Show Notes Transcript

Are you prepared to revolutionize how you hire within your small to medium-sized business? I'm Max, and together with Mike, we dissect the unique challenges and rewards that come with growing your company - from wearing many hats in the early stages to eventually bringing in specialists. We recognize that the art of hiring is an evolving process, and in this episode, we share key insights, offering you a road map to navigate this complex terrain.

You will hear us emphasize the need to understand the roles within your company and how they morph over time to meet the dynamic needs of your business. We also delve into the topic of hiring tools, highlighting the importance of not only attracting the right candidates but also efficiently managing and tracking those applicants. We believe that your company's success hinges on the people you bring on board. Join us, and let's redefine your hiring journey together!

We love to hear your hiring experience, whether you're a hiring manager with 100s of hires, about to make your first hire, or an applicant that has a story to tell. Share your stories with Max & Mike at hiringexperiencepod@gmail.com

This podcast and the matters discussed herein are for informational purposes only and should not to be construed as advice for a particular company or person. This podcast is not intended to be a substitute for professional or legal advice.

Speaker 1:

This is the Hiring Experience the podcast that helps you break down the art and science of hiring. Hosted by Max and Mike friends, founders and creators of rapid hiring, on a mission to bring an end to the resume, bringing you tactical advice to help you attract, select and retain the best talent. This podcast and the matters discussed herein are for informational purposes only and should not be construed as advice for a particular company or person. This podcast is not intended to be a substitute for professional or legal advice.

Mike:

All right, welcome back to another episode. Today we want to speak specifically to model to medium-sized business owners who have gone through all the different growth stages. They've started from one to three employees and they've grown their business. Or, on the other hand, a team member of one of those types of companies that have that close relationship with an employer that's been in that category and that you've seen that growth and that you've been along for that ride. We think that this episode would really speak to you and we could provide a lot of value around the hiring process for companies like that and for yourself specifically. What that is is the evolution of the hiring process, the evolution of the company as a whole and how your roles change and how the requirements of your roles will change as we hit those different milestones of growth.

Max:

What Mike and I want to really touch on today is that, as your business has grown, or if you're coming in, as Mike said, the new administrator or the new office person or the first HR person at a company that is now in charge of the hiring for your business whether you're a 5, 10, 50 or 100, in that this now has to become a process, in that you're no longer just hiring that one role a year. Maybe you now have a regular cadence that you're likely hiring for just due to regular turnover. Maybe you're a seasonal business that has spikes at Christmas or around holidays, or you're a landscaper that has your annual startup time in the spring. We want to talk about that. At what point you should start looking at bringing in tools, whether that's software, whether that's simply putting together all of your hiring processes and all of your roles in one place, having a structure to what you're looking to do.

Max:

When you get to that 10-person mark, the first thing we usually recommend starting with is compiling all of the roles that are actually in your company. You want to find and write job descriptions for what is already occurring in your business, not just the people that you're looking to hire next. But what do you actually have being done in your business, what are those people doing? And from there then we start to look at All right now we know what we have, we know what the people here do. And then, once we know all that, we can look at what do we need now?

Mike:

Yeah, you might take it a little bit for granted, thinking you know what the people in your company do, but in all truth here you know, when you're Building a company, building a business with a small net team, so you're going through all the different growth stages, you know you're taking on a lot of the responsibility yourself. You're doing a lot of things outside of your purview. What you may have been hired for, what you may think is required from an owner operator, you're adding People more so, based on personality types and how closely you're messing with the tight net team and you're working collaboratively on the project that is growing the business. So, whether you know, you're building out a team where you do a lot of the things yourself and then you add a project manager to handle Projects. You know, instead of you know having these very separate roles where you're doing one thing and that manager is doing another thing, you're likely working very closely together and sharing a lot of the roles.

Mike:

As you grow and as you build this out, all of these roles start to become more separate because you work less as a like, not to say you don't work as a cohesive unit, but you don't, you're not able to share the responsibilities of every job as a as a team anymore, because the roles themselves become more time consuming.

Mike:

So when we build these things out A lot of the time you build out the things to service your clients first, and then you're building out the things to service your company second, which likely include your first HR person, your first office manager, office administrative person. And that Is the restart of your company growth, where now you know you've separated all of the all the different roles to service your company From one lumped role and now you reset that from servicing internals to a role that one person does a lot of different things again and then you start breaking that out again, right, so now that it first HR person is gonna do all sorts of administrative tasks, all sorts of Office tasks, all sorts of payroll and you know existing employee relations and they're also gonna do your hiring, and then, as you grow more, you start breaking those into individual roles again. It's kind of the oven flow of that hiring cycle.

Max:

What Mike is really touching on here is the evolution of your business from hiring generalists to specialist really the evolution of every position from generalist specialist.

Max:

And that's where is your first day. Like he said, your first HR person is likely an HR generalist, maybe even down to that being their title, and that level that needs broken down further and further into compliance, talent acquisition or payroll, etc. Just a brief comment, and� what we want to really make sure that people are noticing is that that applies at every level of your business. There will be people for every role that you're hiring now that are now broken out from the generalist position of a high level title down to a specialist of the person who does that specific thing that you need done.

Mike:

Yeah, and I think I got a little bit. Like you know, as I told the story of the company, the original point was lost a bit where it started, as you think that somebody's doing a specific role, but by the time you're finished your growth cycle, they're doing a lot more specialized of a role. But they've also taken on a lot more tasks that you may not have thought were required in the first place. So what Max was saying understand what people are doing in your company that really means understand what they're doing there now, not what they were doing there when they started, not what they were doing there six months ago, like what is that person doing now and what is the trajectory for what another person in their role has to do in six months time from now?

Max:

Understanding.

Max:

There is more to it like we've talked about before to a person's role than their job title will tell you, or whatever job description that you likely got off of Google when you first started, because when we're small businesses, most people that aren't writing these job descriptions even most job boards now will give you a pre-filled one in based on the title, and so that is not an understanding of what that person does.

Max:

And until we have that understanding, the next steps that come after that in terms of bringing in software to help you process all the applicants, utilizing distribution tools to make sure that you're getting in front of all the right candidates proactively processing and keeping everything in line is a big part of that evolution, and so what we really want to hit on before we go is that at every stage of your company, there have been other things that you've had to evolve from, from the way you send out your invoicing to the way you send your estimates, to the way you inventory, to the way you schedule, et cetera, and over time, a lot of small business owners and operators are good at evolving that process because it's needed, because you can't grow without it, but what let's gets left behind a lot is.

Max:

The hiring process is still almost exactly the same as the one they hired their first 10 people or their first five people, in that they think they need this role, or they talk out loud to their partner I think we could use another person for this and they go okay, and then they start looking, and that's the extent of which they're still doing. They haven't brought in any additional tools to help them move faster, as they have moved everything else along. You want to make sure that your hiring process keeps up, because the rest of it won't matter if you can't get the right people in the right role.

Speaker 1:

Thank you for listening to the Hiring Experience. We hope you enjoyed this episode and learned something new about the art and science of hiring. Don't forget to subscribe and leave a review on your favorite podcast player. This helps others discover the show. Share with a friend, colleague or anyone going through the hiring experience right now. Share your hiring experience with us at hiringexperiencepodatgmailcom.