5 Pre-Hiring Essentials for a Happy Team

So you’re ready to hire a new team member to your company, but you want to get it right. Maybe the last person you hired wasn’t the best fit. 

Or maybe you’ve been running solo for years and the thought of bringing someone in inspires feelings of both relief and nausea.

How do you even go about it?  

How do you prevent a mismatch? 

How do you find someone who doesn’t just have the skills and experience, but also the values and vibes you’re looking for. 

If you don’t have time or resources to waste, then follow this guide.

     1. Identify your company culture

Before you can find the right match, you have to know who you are. Just like in all relationships, you can’t know you’ve found the one until you are self-aware. 

Have you written out your company’s core values? Not just in your head, but actually on paper … or Google Doc. 🙃 

Do you know what’s most important to you when it comes to building a team? 

You may prioritize productivity or personality cohesion or a unique perspective. Identifying what matters most to you in building your team is critical, because it will shape how you create the job description that you will share with prospective team members. 

     2. Define success for your company

What are your goals for your company? 

Do you have a revenue goal? 

Do you have a growth goal? 

Are you looking to create more content? 

Get more organized? 

Increase sales? 

The goals you set now will give you the vision for a path forward. Your goals will inform what’s missing and what needs attention. It will also help you to know exactly where and how a new team member can add value to your company.

     3. Identify what you need

 Now that you know who you are and where you’re headed, the missing pieces should begin to illuminate. 

Are you needing operational support? You may want to hire a Virtual Assistant. 

Do you need help working with clients? Hire an expert in your field. 

Great with the core of your business, but struggling with marketing? Maybe you need to hire a brand strategist. 

Make a list of the gaps between you and your stated goals. From there, you can begin weaving together exactly who you need to hire.

     4. Create a clear job description

People love information. The more specific you can be about the role, the more likely you’ll be to receive interested and qualified candidates. Highlight your company culture, so those whose values align with yours will feel a connection. Share what is unique about working for your company. 

Do you offer unlimited PTO? 

Do you have a small team who works closely, but remote? 

What kinds of clients do you work with? 

Next, clearly state every expected job responsibility for this position. Bonus — people love to see a salary range. It not only gives them an idea of what to expect, but it also helps negotiations go more smoothly and prevents disappointment after you’ve already started the interview process. 

      5. Prep relevant questions for candidates

The job description is helpful for candidates to determine if they want to work with you, but you also need to figure out if you want to work with them. It’s a reciprocal process. Asking strong application and interview questions helps you to sort through noise to find out what you really need to know from each candidate, allowing you to  find the best fit for your company. 
 

By the end of this process, you’ll be armed with a new hire who aligns with your company values and fills in the gap(s) between where you are now and where you’re headed. 

If you’re feeling stuck anywhere in the process, shoot me an email and I’ll do my best to help you troubleshoot. 

If you already have a team and it’s not quite hitting the mark, but you’re not sure how to put your finger on the solution (or maybe even the problem!), book a consultation with me. 

Building powerhouse teams for growing companies is my jam!