Every CEO’s biggest worry is talent. SOLVED with the right systems & processes
Better Recruitment 101
One of my favorite questions that I like to ask other CEOs is: “What’s the biggest challenge you’re facing right now?”
And I hear the same response over and over again — in fact, nowadays, I hear it even more frequently than ever.
“The biggest challenge is finding the right talent that we need to help us grow in the coming years. … It’s getting more and more expensive…”
The biggest challenge facing CEOs today is specialized talent.
“The people that we are looking for are generally super expensive. They have degrees, and they have a unique type of skills.”
When you look at other industries… Marketing, Sales, IT, Engineering, etc. They all have a similar pattern when it comes to talent acquisition. They get a list of requirements for what they need from their candidates. And then, they try to find those requirements in people. They’re without any real guarantee that the candidate is going to be ideal for the position or whether they are a good fit.
How can we solve this? Where do one find these people? How can companies empower the right talent to do their part to enable business growth? Read on to get these answers.
Original Story: Link
Here’s a list of things I’ve learned from interviewing CEOs and hiring managers:
1) Most people aren’t career-oriented.
The majority of people out there don’t really care about a career. They want to do something that is interesting and pays well. Here’s the reason why you see so many startups with high turnover for salespeople. It’s because salespeople are fine with bouncing around to different companies as long as it’s a high-paying job with a shorter sales cycle. They are not worried about building a career.
2) It’s hard to find good people you can rely on.
The limited pool of candidates means that it’s hard to find people you can really rely on and trust. And when you do find them, they are expensive!
3) A lot of companies don’t have systems or processes that are being followed.
They don’t have something in place that allows them to scale beyond a certain size. They start hiring more staff. But, those employees aren’t given any real guidance on what they need to do and how they need to execute it. When there are no strong systems and processes in place certain things happen. They tend to make a lot of mistakes that drive up the cost of errors and slow down the process.
The closest thing to a system or process is an email with a list of tasks. A lot of companies out there seem to use this method: “Hey, here’s all the stuff you need to do this week. If you have any questions, just ask.” And this is pretty much how company cultures become stagnant. People don’t really care if they get results or not. This is because they feel like it’s not their fault due to the lack of accountability and direction.
The biggest problem for most companies is that they don’t have the right systems or processes
This is why they get into hiring managers and recruiters to help them find talent. They don’t want to hire people who aren’t like them or who can’t keep up with them. But how do you find those people? You can try the job boards. But, it’s pretty hard to find someone who ticks all the boxes if you have a long list of requirements for your ideal candidate.
I asked CEOs what their primary concerns were, and without fail, there was always at least one common pattern. It’s finding good talent (that checks all their boxes) and keeping the business growing at a steady pace.
I started to realize that we were working hard to solve this problem!
I have interviewed hundreds of candidates over my career. Usually it can be narrowed down to one or two things such as hard work or good communication skills. However, I can’t tell you how many times I’ve run into problems with those candidates. It’s because they don’t have specific skills, such as Microsoft Office or experience working with WordPress. They lack basic requirements for most entry-level jobs.
So here’s what I did…
I decided to take on a different approach to solving this problem. I realized that if the perfect candidate doesn’t exist, then why are we trying to find them instead of creating one?
We’re not just looking for good people — we’re looking for the right people. People with specific skills and experience that match what we need and can add value immediately.
Instead of finding someone who has done everything we need them to do, why not train someone ourselves? Or better yet, hire someone who has the skills we need and help him or her learn the rest. We want someone who is eager to learn and willing to work hard, so they can do amazing things for our company.
The Solution to Find the Right Talent
When CEOs properly document all the workflows and protocols, they can enlist a virtual assistant to pick up the grunt work. They can then leverage their current existing talent to maximize their focus on the more important work, such as landing more sales.
Virtual assistants give your business room to lower costs and allow your employees to save time. There are no more excuses for not growing your business or not being able to bring in good talent.
The Case for Virtual Assistants
No matter what your business, virtual assistants can help you! It starts with building the right systems and processes to have all job roles stay more focused on their most dollar-productive work. When we start to use virtual assistants, knowledge doesn’t get lost. When an employee has been working for a long time, it’s easy for them to forget what they’re supposed to be doing. Or what they’re not supposed to be doing. But, the VA can always refer back to the process. Or, they can even the document what you have in place so that things are done properly and consistently.
Now is the time for us all to stop looking at hiring as a huge problem. It’s solvable. We just need to figure out a better way other than posting job listings over and over again on popular job boards and hoping that we’ll get lucky this time.
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An experienced virtual assistant will support your operational needs (at up to 70% less than traditional employment costs). What’s more is virtual assistant talent can become a long-term asset and growth catalyst for your company.
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