Hiring 101: Finding and keeping the best candidates

hiring

Hiring 101: Finding and keeping the best candidates

One of the most critical operations a business does is hiring. Filling a position can literally make or break your business, and it’s vital you get the right person in the right job. Now that the economy is rebuilding post-COVID-19 and businesses are recovering, they’re also hiring. In today’s blog post, I want to share with you ways you can make sure you’re hiring the best candidate for your company.

4 Tips for Hiring the Best Candidates

Know What You’re Looking For

The biggest mistake I see entrepreneurs making when they’re hiring is thinking they want one thing when they really want another. You may be hiring for a receptionist when what you really need is an executive assistant. These distinctions matter! I encourage you to write down the duties you really need in your office. You might find you actually need to hire two people, or you need to adjust the job title. The best advice I can give you geared towards hiring is to make sure you’re absolutely clear on what you’re hiring for.

Consider Personality Types

Whenever we’re hiring people at WealthBuilders, we always ask them for their Myers-Briggs personality type. This helps me understand how they will fit into our team’s dynamic and the strengths and weaknesses they’ll have while carrying out their job. For example, if you’re hiring a receptionist, you probably don’t want an introvert, right? You want them to be interacting with the people who come through your door and make them feel a warm welcome. Considering the personality types will give you a much better idea as to how the candidate will fit into their role.

Keep an Eye Out for Growth Opportunities

This is something I really specialize in at WealthBuilders. I like to observe my employees and truly understand their strengths and weaknesses. Many times, I have realized one employee may be better suited to a different job as we grew. I would then move them into that position and hire someone for their old position. This has allowed me to create the best possible growth environment for both my employees and my company.

Don’t Get Attached

Lastly, this is something I tell my real estate clients all the time. When shopping for real estate and hiring employees, you can’t get attached. There are often candidates who look perfect on paper but don’t quite measure up in person. Or, maybe you’re attached to an employee that has left and now you’re finding it difficult to fill their position. Either way, when hiring for candidates, you have to consider what is best for the company, not what you are feeling emotionally.


What principle have you found most helpful when hiring candidates? Let me know in the comments below!

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Billy Epperhart
Billy Epperhart
jordan@billyepperhart.com
8 Comments
  • Adenike
    Posted at 05:23h, 05 October Reply

    Don’t get attached – is most helpful. Thanks

  • Melanie
    Posted at 13:53h, 06 October Reply

    Keeping an eye out for growth opportunities, I have really learnt a lot from this statement. This is how leaders are developed.

  • Nina Skosana
    Posted at 10:44h, 07 October Reply

    like to observe my employees and truly understand their strengths and weaknesses. Many times, I have realized one employee may be better suited to a different job as we grew. I would then move them into that position and hire someone for their old position.

  • Nina Skosana
    Posted at 10:45h, 07 October Reply

    Many times, I have realized one employee may be better suited to a different job as we grew. I would then move them into that position and hire someone for their old position.

    • Billy Epperhart
      Billy Epperhart
      Posted at 10:55h, 12 October Reply

      That is a great point, Nina, and something we practice in my office as well!

  • Lawrene Goodzera
    Posted at 00:52h, 08 October Reply

    I really like tip number 1 . Surely we need to know what we want and what we are looking for as a company.

    Thanks Billy for this brief but clear advice

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