Hiring is one of the most critical skills any entrepreneur can master to build a sellable business. This week, we're working with a client who’s hiring two key roles projected to unlock 6-7 figures in additional revenue. I’m sharing key takeaways from this process so you can apply them to your business. In corporate America, the term used is 'Talent Acquisition' and it means more than just finding candidates—it’s about attracting the right talent who will drive your business forward. This involves defining roles, writing compelling job descriptions, strategically posting, conducting insightful interviews, and making offers that build your company’s future. Whether you’re hiring employees, contractors, or agencies, mastering this framework is essential to creating a business that scales.
Automation is your silent business partner. Tools like HubSpot or Workable can handle repetitive tasks like posting jobs, tracking applications, and scheduling interviews. This allows you to focus on what really matters—evaluating candidates and making the right decision for your business. Don’t waste time on tasks that software can do better and faster.
Before you can hire effectively, you need crystal-clear clarity on the role. Do your research. Study similar roles in the industry and see how competitors define them. A vague job description attracts vague candidates. Be specific about what you need, and you’ll attract candidates who meet those needs. Define your expectations upfront—it’s a roadmap for both you and the candidate.
AI isn’t just for chatbots—it’s for hiring, too. Use AI tools like ChatGPT to help craft a job description that stands out. With just a few prompts, you can create a well-structured description that clearly communicates the role and its responsibilities. Don’t settle for a generic post—customize it to attract top-tier talent. The right words bring the right people to your door.
The distribution of your job post is as important as the job itself. You wouldn’t pitch your business to the wrong audience, so don’t post your job where your ideal candidate isn’t looking. Use platforms like LinkedIn, Indeed, and industry-specific job boards. Don’t underestimate the power of your own network—let people know you’re hiring, and ask them to spread the word. Put your offer where the right people will see it.
Time is money. Use automation tools to schedule interviews seamlessly. Whether you conduct all interviews yourself or delegate the first round to a trusted team member, make sure the process is smooth and professional. The first round can screen for basic qualifications, but you should always conduct the final interview to ensure the candidate aligns with your company vision. Trust but verify.
An interview is not just a Q&A session—it’s your chance to really understand the person behind the resume. Explain the role in detail and be transparent about your expectations. Ask open-ended questions that reveal how the candidate thinks, handles challenges, and aligns with your company values. Listen carefully not just to what they say, but how they say it. And always ask if they have questions—it tells you how engaged they are.
Not all candidates are created equal. After the interviews, take time to compare your top choices. Rank them based on how well they meet your key criteria—skills, cultural fit, and potential for growth. Don’t just hire for today’s needs—hire for where you want your business to be in the future. A great candidate will grow with your company, not outgrow it.
Communication is key. When offering the job, make it clear what you expect, what the role entails, and what success looks like. For candidates you’re not moving forward with, send a thoughtful rejection. It maintains professionalism and leaves the door open for future opportunities. People remember how you make them feel—even if they weren’t chosen.
Every hiring process should leave you with more than just a new employee—it should leave you with a pool of candidates for the future. Keep a list of the top candidates who weren’t hired this time, and keep in touch with them. When you’re ready to hire again, you’ll have a list of pre-vetted candidates who already know your business. Think of it as building long-term assets for your business.
Onboarding is where the real work begins. A strong onboarding process sets the stage for long-term success. Make sure your new hire has all the tools, training, and support they need to hit the ground running. Schedule regular check-ins during the first 30-90 days to ensure they’re integrating smoothly and performing as expected. Training isn’t a one-time event—it’s ongoing.
Clarity from the start prevents problems down the road. Be upfront about what you expect in terms of performance, timelines, and goals. Regular feedback is essential—not just to correct mistakes but to reinforce positive behaviors. Managing expectations isn’t just about avoiding miscommunication—it’s about setting your employees up for success, which in turn, ensures your business thrives.
Hiring the right team is the foundation of business growth. If you want to optimize your hiring process and build a team that drives revenue, I can help. Set up a call and let’s discuss how we can get you better at hiring to ensure you attract top-tier talent that aligns with your business goals.