So you're ready to bring on a new team member and build a dream team that helps your business grow and thrive.
You're at a critical point! Who you decide to hire is just as important as the products and/or services you are selling.
When it comes to hiring new team members, finding people who align with your company's values is super important. Employees who share a company's values are most likely to be more happy and fulfilled employees and ultimately help a business grow.
“If you hire people just because they can do a job, they’ll work for your money. But if you hire people who believe what you believe, they’ll work for you with blood, sweat, and tears.” - Simon Sinek (Author)
Of course skills, experience and education are important, but the most successful businesses look past all of the credentials in search of the values.
So, how can you find that perfect fit for your team?
I am going to walk you through my steps on building that dream team that gets you!
Step 1: Define Your Core Values
First things first, figure out what matters most to you and your company.
If you haven’t done this already, take some time to reflect on your values. Are you committed to teamwork, innovation, or customer satisfaction?
If you have some great team members already, this is a great opportunity to hear from them and listen to why they enjoy working there and what their beliefs and aspirations are.
Here are a few examples of questions you can ask yourself:
How do we want your employees to feel when they are a part of our organization?
What makes you unique?
What qualities do you want your team members to embody?
Are your values inclusive and respectful of diversity and individuality?
Your values will serve as a guide during the hiring process.
Step 2: Tell your story and target your ad
Once you have a clear understanding of your core values, it's super important to communicate them to potential candidates.
Craft targeted job descriptions that highlight your values and list the qualities you seek in potential team members. Job descriptions that speak from the heart can help your company stand out.
For example, if collaboration is a core value, talk about the need for team members with excellent teamwork skills and the ability to work well in a team environment. We love team players!
Keep job descriptions simple and REAL. No fancy words or jargon. Add some personality to it and give candidates a taste of what your company culture is like. If you're a fun, informal company, let candidates know this upfront and add a little fun to your job description. If your company is more formal, make sure your tone matches the attitude you're looking for in a candidate.
Avoid using those overused clichés that have completely lost their meaning. Telling people that you're looking for an efficient and motivated individual to work in your fast paced environment, doesn't say much.
Showcase your company, provide the facts, focus on your values, highlight the benefits and perks, add some personality. **chef's kiss**
Step 3: Get to Know Each Other and discover aligned values
Now we get to know some of these candidates even better in an interview! This is the fun part.
First of all, you can get to know a candidate much better when they feel welcome and comfortable. Give them a warm welcome, start with some small talk, show genuine interest in what they have to say and be transparent!
Talk about your values and tell stories about your company. See how candidates respond and ask them how they interpret these values and how they align with them. Ask questions that allow for them to share their experiences. Take the time to hear their stories and listen to what they're passionate about.
This interview is your chance to dig a bit and understand if a candidate's values and beliefs align with yours and if they believe in your mission and fit the culture.
Here's an example for you.
Let's say Sarah is the owner of a small graphic design studio. She strongly believes in environmental sustainability and wants to build a team that shares that passion. In her job posting, Sarah includes language that talks about her commitment to eco-friendly design. During interviews, she listens carefully to candidates' responses, looking for evidence that they understand and value sustainability. Sarah even asks candidates to share ideas on how they could incorporate sustainable practices into their work. By doing this, Sarah ensures that she hires team members who align with her core value of environmental sustainability.
By following these steps, you can build a team that not only has the skills but also shares your core values. When people are passionate about what they do, they are more likely to stay at a company and thrive. This results in less turnover, less money spent, more success and a happy culture.