IF ONLY HIRING WAS THIS EASY

 I have a funny story for you.

Imagine getting all the most incredible food that you could ever want, delivered right to your door, and not having to pay anything for it.

Sounds amazing, doesn’t it?

• What would things would you order?
• Would you indulge and go over the top?
• Would you try things that you normally wouldn’t ever think of trying because it’s way too expensive?

I bet you would forget about your diet!

This actually happened on July 7, about a thousand DoorDash users went crazy. DoorDash had a major malfunction in its App and for 4 hours people were able to order everything they wanted for FREE.

And people did what people do, they went CRAZY

Ordering Champagne, Caviar, Alaskan Crab legs, High-end expensive tequila and even TV’s and emergency contraceptives. That last one is interesting..

DoorDash drivers assumed it was legit and did the deliveries.

Here’s a link to the article:

https://www.today.com/food/news/doordash-glitch-free-food-frenzy-rcna37266

CAN HIRING BE AUTOMATED?

I can’t ever promise you hiring would ever be that easy, “just order whatever you want, and it shows up” and a DoorDash event like this will probably never happen again.

Hiring isn’t something that you can just automate, however you can automate parts of the process.

Elon Musk claims that technologies like “A.I” will change these types of interactions, to the point decisions will be made, and decision-making will be eliminated.

I don’t agree at all. Hiring at some point has to be Human to Human. Like I said above, parts of the process can be automated to help to speed up the process, but replacing would be a disaster. 

We have developed a completely customizable tool called “HIRE FITS FAST” and it speeds up the recruiting to onboarding process by 75%. But the final step is meeting the candidate. That part can never go away, things are learned in face-to-face interaction. Things like, gauging their personality, analyzing their behavior, seeing reactions to casual questions regarding skill sets.

We trained a client on how to conduct a “FIT Test” (interview) with a candidate who wanted an early morning position with the restaurant, 4am shift. During the first interaction, the candidate boasted how many years they have been solid as a rock at this early shift. So we conducted the in-person FIT Test (interview) at 4am. No “A. I” will be able to gauge a result like that, this had to be done in person. The result, the candidate overslept and didn’t show, messaging an apology at 9am. This gave us invaluable information before ever hiring the candidate.

Our Program eliminated the term “interview” from the vocabulary and replaced it with “FIT Test”. We like to say to the candidate, a FIT Test works “both ways”, are you a good FIT for us and are we a good FIT for you. It is a two-way street for sure!

WHY DO SO MANY LEADERS STRUGGLE?

I can’t tell you how to get “perfect candidates for FREE” or without doing anything, and they just show up. But, I can tell you how to come really close to a much better outcome.

EXPOSING THE FIBSTERS!

Because candidates are not forthcoming and essentially lie, they tell us what we want to hear. They have become great at presenting themselves better than they actually can perform.

The real problems start AFTER you hire the candidate.

Over the last 6 years, I have learned it comes down to a few things:

1. Decide what your company needs are and only focus on that to compensate.
2. Determine where you are at today, no guilt or shame. It is what it is, be honest with yourself.
3. Determine where you want to go.
4. Determine the type of employee you want (your RockStar) and what success looks like.
5. Use compensation to achieve the availability you have to have, I call this “pay to play”.
6. Determine how much you can spend on payroll (and prepare to use it)
7. Determine the type of Culture & Environment you MUST have and what standards you must uphold (to the best of your ability) with people to achieve it.
8. What things can you put in place to make your business as irresistible as possible for candidates, so they want to come work for you.
9. Create a list of the performance indicators that if employees don’t achieve, they simply can’t advance or receive more compensation.
10. Create performance indicators that reward the best employees functioning in the important roles
11. Make Training and Training Systems very important, this sets people up for success.
12. Never Fear a hard conversation, they don’t have to be unkind, but they have to happen and train yourself to have them without being a hammer looking for nails.
13. Learn to force yourself to hold people accountable, with the long game in mind.

Chances are quite probable the people you need are working somewhere else today. We have to give them a reason to “JUMP” and want to see what you have to offer. We have to have an offer that “COMPELS” them to have to seek something better.

Then we have to deliver on that promise consistently, on both sides, before, during and after the hire. As leaders, operators, and owners we are held accountable to the promises we make at interviews. However, it’s so interesting that the candidates very rarely deliver on the promises that they make at the interviews.

This is the problem I set out to solve 6 years ago. The result was in the RockStar journey and the SMART System.

• If you’re struggling right now
• If you feel like “there are no good people out there”
• Let’s connect to show you what is possible
• Let me show you how to get people to CARE again.

For more tips, connect with us and follow us on our social channels  @hirerockstartalent 

Our System helps with all of this! 

ABOUT THE SMART SYSTEM

SMART is a System that helps retail and restaurant owners, especially Quick Service Restaurant & Fast Casual ATTRACT, DEVELOP, ENGAGE & RETAIN RockStar Employees! Our system help’s business’s slow down the revolving door and create unpoachable, RockStar employees, who make businesses more money by delivering great customer experiences.

Learn more: www.hirerockstartalent.com