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A proactive approach to creating your hiring system

So you’ve found yourself doing a better job of hiring and retaining the right employees. The last key point in my blog post, “Hiring and Keeping Rockstar Employees,” referenced documenting the system. You’ve spent a lot of time understanding and strategizing, and it would be a shame if you didn’t take it a step further and cement the entire process.

When your hiring and recruiting system is documented in a simple and accessible way, it allows you the freedom to delegate. You’ll know that the results you want to achieve will be realized consistently and easily every time. You’ll have something in writing that reads well, has just the right amount of detail and doesn’t over complicate the process.

Here’s how to get started:

  1. Begin with the end in mind
    • What's the result you want the system to produce?
    • Write a clear and concise statement of the result your system is intended to accomplish.
  2. Diagram the system
    • Map out the steps of the system showing their sequence and how they relate to each other.
    • Use a simple box and arrow diagram with brief captions to describe each step. Here's an example:flowchart-johns-blog-post_1.jpg
      Tip: If you don't have an Interview Checklist, you can download one here.
  3. Benchmarks
    • For each box in your system diagram, restate the work in a complete sentence that clearly communicates the work that needs to be done or the action that needs to be taken.
  4. Identify required resources
    • What do you need to get the job done? Are there additional staffing or workspace requirements?
  5. Create standards
    • Let your people know exactly what’s expected of them. That way, you’ll be more likely to get the result you’re looking for, and your employees will know what’s expected of them.

Tip: I'm talking about Position Agreements, use this blog post as a guide.

Any banker will tell you that the best time to borrow money is when you don’t actually need it. Same goes for hiring. Developing a system for hiring and retention is best done when you’re not in crisis mode; you’re not looking to hire and you’re satisfied with your current staff. You’ll pay closer attention to the details—especially in the beginning, when it matters most. After all, a sloppy system early on in its cycle will produce an inconsistent, unreliable output.

When you’ve got a well-documented system, you’ll be able to hit the ground running next time there’s a hiring need. It’s a proactive approach for handling a crucial and ever-present element in running a business.

John Guanci

Written by John Guanci

John Guanci is a certified EMyth Coach who’s passionate about giving people the gift of doing something for themselves and their businesses that they were once absolutely convinced they couldn’t do. When he’s not coaching, you can find him wrestling with his two boys, planning a quiet and much-needed date night with his wife or sprawled out on his yoga mat. Learn more about John.