You have a great business with a unique product, great market share and good cash flow.
You have a clear vision for where you want to take your business.
However, without the right people, in the right seats, that vision won’t be shared by your team, you will take longer to achieve it – and even risk it not happening.
Whether you outsource some roles, or employ people direct, you can’t have a good business without good people.
To avoid this, you need a system and process for hiring the right candidate that everyone follows.
Your process should include:
1. A screening procedure to match candidates values to the company’s core values
2. Screening candidates to ensure their skills and experience match the role
3. An accountability chart clarifying each person’s role and responsibilities
4. Setting priorities for each team member with a completion date
5. The few key numbers measured weekly which determine whether or not they are on track
6. Regular meetings to keep everyone updated with what the team is doing and what’s happening in the business
7. Individual quarterly and/or annual reviews to assess achievements, and reward and recognise each member of the team
Putting in place these HR tools and a process will help ensure you don’t waste money, time, energy and resources on hiring the wrong people, and allowing poor performance to go unrecognised.
A client I am working with to implement EOS realised that the operations manager wasn’t performing, clients were unhappy and the department wasn’t functioning.
They let him go, and the Integrator worked in the operations department for a quarter to help fix some of the technical issues and resolve client complaints. Then they used their HR process to find and hire the right candidate for Head of Operations.
After onboarding him, the scorecard revealed that the number of unresolved tickets on the helpdesk was increasing.
The Integrator brought this to his attention and added that measurable to the leadership scorecard so it could be tracked and managed. Subsequently the number is now back on track and that part of the operations department is functioning well.
Using the tools in the People component of EOS ensures that your people match your core values, understand their roles and responsibilities, and the structure of the business.
Read more: How to interview so you hire the right talent
The key tools are:
The Accountability Chart, which defines the structure, roles and responsibilities which you need to help your business grow.
The People Analyser, which enables you to find out if your team members – and candidates – are right for your business by evaluating whether each one meets and matches your core values.
This includes GWC, determining whether each person’s skillset matches the role – do they G = Gets it, W = Wants it and C = has the Capacity to do the job?
Video: What is GWC?
The beauty of using these tools is that together they drive accountability and everyone understands how departments function together.