{"id":35929,"date":"2017-03-24T04:45:15","date_gmt":"2017-03-24T09:45:15","guid":{"rendered":"https:\/\/michaelhyatt.com\/?p=35929"},"modified":"2017-03-24T04:45:15","modified_gmt":"2017-03-24T09:45:15","slug":"hiring-great-people","status":"publish","type":"post","link":"https:\/\/fullfocus.co\/hiring-great-people\/","title":{"rendered":"The Secret to Hiring Great People"},"content":{"rendered":"

Leaders frequently tell me they have a hard time recruiting great people to join their organizations. When I ask about their hiring process, I often find one missing element: sales<\/em>.<\/p>\n\n

Recruiting great people is similar to any kind of sales process. Your company is the product. Prospective employees are your customers. The recruiting process is not just about filtering candidates\u2014it\u2019s also your sales pitch.<\/p>\n\n

Over the years, my team and I have found it\u2019s much easier to attract the right people if we approach hiring as a sales campaign. Our team is now over twenty-strong, and we used this strategy all along the way.<\/p>\n

In fact, we just brought aboard two highly talented players this month with this model. If you\u2019re looking to attract great people, you can follow the same process in just five basic steps.<\/p>\n

Step 1: Create the Product<\/h3>\n

It is much easier to close a deal if you have a great product to sell. If your business is the product, then how are you doing in building a company that other people would kill to join?<\/p>\n

Identify why people should want to work for your organization. (This inventory is also critical for retaining talent.) Ask yourself some questions: How does your compensation stack up against the competition? That\u2019s not just in terms of salaries, but also bonuses, health insurance coverage, and non-monetary benefits as well.<\/p>\n

Do you offer generous time off? Do you encourage people to take that time off? How much flexibility do your people have in executing their work? Can they work remotely and work hours that fit the rest of their lives?<\/p>\n

Do you assign tasks that fit with your people\u2019s passions and proficiencies (what I call \u201cDesire Zone\u201d tasks)? That\u2019s where people are their most valuable and most productive to your organization.<\/p>\n

All of these elements are part of the product you\u2019re offering and thus part of the sales pitch.<\/p>\n

Step 2: Build a Landing Page<\/h3>\n

Just like you would approach any online product, it is a good idea to have a dedicated careers page on your website. You can see ours here<\/a>.<\/p>\n

This page should include your organization\u2019s purpose, its story and core values, your current openings, and a call to action in two parts. People are invited to reply, and they get notified right away that their resume has been received, with follow-ups to come.<\/p>\n

Step 3: Solicit Testimonials<\/h3>\n

If your product is your company, then your customers are your employees. Rather than toot your own horn, how about asking your current team members to talk about their experience working for the company?<\/p>\n

You can bake this into your careers page. But we normally do this when we interview job candidates. We bring our people into those interviews to share their experience of working with the team (more on this in the next step).<\/p>\n

It\u2019s helpful if you determine in advance what themes you want to cover. For example:<\/p>\n