wardell books


Advertising Your Position

No matter what form you choose to promote your search, you should include two basic parts. The first is an explanation of who your company is and the second is, a definition of who you're looking for. Together, they will act as a filter to help candidates pre-qualify themselves before responding.

Your job posting should stand out from the crowd and clearly show the personality of your business. If your business has a fun and playful culture, and you are looking for fun and playful employees, job seekers should be able to tell that from your posting.

On the other hand, if your business services bankers and lawyers, and your corporate culture is professional and polished, job seekers should be able to read that in your posting as well. Be honest. If some part of the job (cold calling, for example) might turn off a candidate, it's best for them to turn in a resumé in the first place. A good job posting should attract the right people and repel the wrong ones.

Write an advertisement for a job in your company.

At this point, you should have a good handle on attracting the right people. The next step is learning how to filter the sheep from the wolves and do your best to ensure you end up with a quality team player. Each step in your hiring system should sort candidates into As, Bs and Cs. Only the As (and top-level Bs) should move to the next stage and be ranked in order.

Sorting Through the Resumés

A resumé is not a substitute for an interview, but it’s a start. Following are a few things to consider when examining someone's resumé for the first time. It’s also a good idea to get feedback from others. Different people see different things and a fresh perspective can often be helpful.

  1. What is the general appearance of the resumé?
  2. Does the cover letter sound generic or was it written specifically for you?
  3. Does the applicant have the minimum requirements for the job?
  4. How long was she at her last job?
  5. How long does she stay at most jobs?
  6. Is her career path consistent?
  7. Are there gaps in her employment history?
  8. How detailed is she about her employment experience?

The candidate had all the time they needed to prepare their resumé. It's their best work. They may even have had help with it, so be critical and expect excellence. You won't get better from them once they're hired.

There’s no question, building a great team is essential to building a great business. A great business relies on its people to drive it forward to where you, the business owner, want it to go. Of course, your leadership and the systems and structure you’ve put in place will frame and guide your team, but the team itself is the cornerstone of your success. That’s why, when it’s time to hire, you really can’t afford to choose the wrong candidate. Here, we will look at the 3x3 Interview Method, to help you hire the best possible candidate. This approach has saved many businesses countless mis-hires, and it can do the same for you.