Have you ever brought someone into the business that you shouldn't have?
At The Alpha Group we make certain that you strengthen your team by recruiting talented people who perform in the company to drive massive growth.
So, how does this happen?
Easy, its a six step-process using the power of the peer-to-peer advisory board.
Firstly the peer-to-peer advisory board help you identify what is your strategic problem.
A key feature of high performance and high growth companies is that they have effective teams with talented individuals in these teams. These companies have a good recruitment process to find enough of the right talent they need for your teams. In your recruitment process they use successful procedures for interviewing and selection of new people. As a result, they have great people who inspire other people in your companies.
Other companies struggle on with ineffective teams and use poor recruitment, interviewing and selection. Often business leaders in these companies spend up to 80% of your time managing the wrong people and only 20% managing your good people. In these companies, business leaders spend a lot of your precious time reworking mistakes and solving problems caused by the wrong people in your team.
Secondly the peer-to-peer advisory board help you evaluate your team.
you find it helpful to use the following template to organise your thinking:
EVALUATE YOUR TEAM
1 How effective is your team?
What are you trying to change in your company?
What is the scale, importance and urgency of these changes?
What is your level of confidence about your team in achieving these changes?
How do you measure the effectiveness of your team?
2 What are your concerns about your team?
What is causing you the most dissatisfaction with your team and/or the individuals in the team?
What is the principal cause of this dissatisfaction?
Which area of your team is giving you the most pain?
What key talents are missing in your team?
3 What are the implications of these concerns?
The implications to you personally?
The implications to your team?
The implications to your company?
Thirdly the peer-to-peer advisory board help you assess your process for recruiting talented people.
During this assessment we look at the key steps in the recruitment process
1 Hire slowly but feedback quickly, i.e. take your time in recruiting, interviewing and selecting people. If you’re in doubt, do not recruit!
2 Make talent and chemistry the basis of your recruiting decisions. Hire on attitude.
3 Treat job candidates superbly, treat you as you do your customers. Put candidates first and Simplify the process for you.
4 Ensure your recruitment process is aligned to your company purpose, your company principles, your company bold goals and strategy. Be real: Being genuine sells.
5 Be prepared for every interview – remember it’s a business-critical sales pitch. Make a list of answers to common questions that you can reference, and work closely to fully understand the requirements of each position.
6 Handle rejected candidates superbly, make sure you handle you as well as you handle the ones you want to hire. You never know when and where you might need you or indeed meet you again in the future! Ask for feedback on the process.
7 Be accessible to potential job seekers. Grow your inbound recruitment marketing strategy.
8 Focus on retention as well as recruitment. So have an effective induction plan that includes regular review and feedback.
Fourthly the peer-to-peer advisory board help you improve your interviewing and selection process.
you identify three key areas in which they will improve your interviewing and selection.
1 The hard facts
• Interviewing is a pain in the rear, but put sufficient time and resources into it
• Your recruitment and interviewing process is first class and used throughout your company
2 Techniques for good interviewing
• Always write a job description for a new position
• Involve your team in interviewing and selection
• Nominate one person as the leader of the selection team
3 Techniques for good selection
• Create your selection form including:
→ The 5 technical “must haves”
→ The 5 commitment “must haves”
→ The 5 personality “must haves”
• Your team must agree on these “must haves”
• Each team member should be responsible for one area above
• You need a minimum of three good candidates
• Each person in your team interviews each candidate separately
• Then convene as a team to discuss your findings
• Ask each candidate for 10 questions about the job and your company
• Reconvene with the candidate as a team
• Set aside at least one hour for each interview
• Begin with 5 to 10 minutes introduction:
→ Discuss why recruitment and selection is win-win
→ Say “Don’t take the job with us unless it is a good fit for you”
• Take careful notes
• Review your notes and scores
• Highlight major concerns about a candidate and discuss these with your team
Lastly the peer-to-peer advisory board help you take massive action.
The profound impact on you and your company of recruiting the right people for your team is that you will dramatically enhance your interviewing and selection process in order to identify and recruit the right people you need to grow your business. Over 2 to 3 years your business will increase massively in value as a result.
If you would like to find out more about how The Alpha Group members recruit the right people for their teams then please get in touch and I will be happy to send you further information about visiting a suitable group, online, face-to-face or blended with a mixture of real world and virtual board meetings.
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