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When to Swipe Right for Your Forever Hire

Job Description Template & Go-To Interview Questions

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About This Episode

As leaders, we surprisingly struggle to pick the right people for our teams, which leaves us disappointed, frustrated and asking if we’ll ever get the help we need to grow our organization. In this episode, we’ll discuss this issue with Brooke Cecil, BELAY’s Director of Client Relations.

Brooke and her team oversee our client experience. A large part of their role is matching more than one thousand executive assistants, bookkeepers, Social Media Managers and website specialists with business leaders all over the country with different needs and different situations. She knows how to help business leaders identify the right fit for their team.  And she’s here to share a few tips on how you can more effectively identify who’s right and who’s wrong for your organization.

1. Don’t just hire for hard skills.

You can teach hard skills – things like how to learn a software, application or tool. While those are important, even more important is the culture fit and the soft skills. Will your team like this person? Are they easy to talk to? Do they care about your company and your mission? If those questions can be answered without issues, then you can check a lot of boxes in making sure someone is the right hire.

2. Spend a lot of time on the job description.

This is so important. You want to make sure your job description fits the person you want to hire. Too many times, people think they need one thing, put it in the job description, then realize too late they needed something else. That’s why really thinking about what you need, what gaps you have, and what you can delegate is such an important part of the hiring process. If that step isn’t in place, then it will be really hard to find the right fit.

3. Be slow to hire and quick to fire.

A lot of companies use this mantra, and it’s great advice. By taking your time in the hiring process, making sure you have talked to a diverse range of qualified candidates, and then intentionally weeding down the list, you’ll go a long way toward bringing in great team members. Then, when it’s time to let someone go, get it over with. That’s the best thing you can do for your organization and for the person you’re letting go.

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