Hiring a New Employee? Here’s a Process for Qualifying job candidates so that You can Quickly Identify the Best person. – with Tim Francis

Are you thinking of hiring a new employee? If you get hundreds of resume submissions any time you post a new job opening, and you don’t have a system for qualifying people, then this interview is for you. You will discover how to streamline your hiring process so that you can quickly identify the best candidates.

In this interview, Tim Francis the founder of Profit Factory reveals his process for finding and hiring detail-oriented people. Why is this important? Well if you are building systems for your business, you need to find and hire the right people who use the systems you create and also help you improve them over time!

Tim Francis the founder of Profit Factory

 

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In this Episode You will Discover:

  • Tim’s process for finding, qualifying and hiring detail-oriented employees.
  • Why Tim believes that your employees can make you or break you.
  • Why Tim believes that you can’t tell the difference between a good employee and a mediocre one unless you know what’s going on in your business.
  • Why Tim believes you shouldn’t even think about hiring until you have full-time business income.
  • Why Tim believes in working with people that understand your culture or locality and have access to electricity and a good internet connection.
  • How Tim uses his perfect job posting to find detail-oriented people.
  • Why Tim has weekly meetings with his assistants.
  • How Tim gets his employees to send him a daily report.
  • How Tim was able to increase his business by 50% last year.

 

Noteworthy items Mentioned in this Episode:

  1. HireMyMom for hiring
  2. American Writers & Artists Inc. for hiring

 

Episode Transcript:

OWEN: This is part 3 of the interview series that we’ve had so far. The first one was teaching people how to basically make their employees think like they think by creating what you call decision-making guidelines. The second interview was in those cases where you cannot create policies or decision-making guidelines where you actually have to create a step-by-step procedure for how something gets done. Well, why not get the employees to create procedures for themselves. You taught the audience how to create a procedure for writing procedures. Now, we’re going to talk specifically about how to find and hire detail-oriented people who basically are going to come into your business as made of systems and implement the systems on your behalf, right?

TIM: Let’s rock and roll. Sounds good to me.

OWEN: Let’s give them a quick sample of what they will be learning from this interview.

TIM: Okay. One of my mentors, he sold the last… There’s some confidentiality stuff, I can’t share too many specifics.

OWEN: No problem, go ahead.

TIM: He sold the last part of his business for over $100 million. He’s experienced incredible success in business and he told me once. He sat me down and he said, “You know what Tim, you’re most likely never going to achieve your goals alone. You are going to be relying on teams of people. And maybe it’s not a ton of people but at least a small team of people and you’re going to leverage their time, energy, and talents in exchange for money. Together they’re going to help you and your business achieve things that were never possible alone. Let’s just be completely crystal clear here first that your people really can make or break you.” With that in mind, we absolutely need the right kind of people who fit perfectly into a very systems minded business. Now, my experience when I consult to entrepreneurs that want to systemize their business, and even in my own experience of my marketing company, you probably agree with me Owen. I’m going to turn the tables or I’m going to ask you a question.

OWEN: Go ahead.

TIM: Would you agree that more than 99% of business owners have little to no systems in their business?

OWEN: Definitely. They’re all running like chickens with their heads cut off.

TIM: Yes. And that’s nobody’s fault. It’s just nobody’s ever taught us to do that, right? That’s okay. Now, we’re listening to the Process Breakdown Podcast by SweetProcess and with Owen, and we’re going to learn how to do something different. Because 99% or more of businesses don’t have procedures, that means the people that work in those companies, the employees, they’re not used to having procedures. It’s not just everybody on Elance, or a job posting, or wherever your online classifieds is. It’s not just anybody who’s going to be a good fit. The kind of person we want is someone who loves checklists, who loves structure, who loves clear expectations, and wants to operate within a defined work environment. That sounds a little bit vague so let me just expand on that a little bit. There are certain people on this planet. They are free spirits, they want to change the rules, they want to break the rules. They don’t want to have to live 9 to 5 or be under anyone’s control. We don’t want to hire those people. Furthermore, we probably are those people, but that’s okay because some people on this planet are designed, whether that’s nature or nurture, maybe it’s just how they were brought up, or maybe it’s in their DNA, I don’t know, and I don’t need to know. I just know certain people, what they care about more than anything is security and predictability. And if they had their own business maybe they could make a million dollars a year. But they’re happy making $75,000 a year, or maybe $20 or $15 an hour if they just have the security of knowing that they have a job.

OWEN: Definitely.

TIM: For business owners, maybe that seems insane. It may seem completely ridiculous and incomprehensible that somebody want to work for the government, or work for somebody else’s business. But that’s okay. You need to just put yourself to the side and realize not everybody has those goals. It is perfectly acceptable, it’s perfectly sane, and it’s like a huge advantage for a lot of people to work in somebody else’s business. That is the kind of person that we’re looking for and specifically someone who wants to be in a work environment that is structured. Later in our episode today, I’m going to give you an example of exactly that.

OWEN: Okay. Before we even talk about the step-by-step process of how to find that type of person that you’ve mentioned so far, the detailed-oriented employee, to come in to your company and work in a company that you have systems for. Before we talk about how you find that person I just want to have the listener know when exactly is the wrong time to hire an employee. There’s a right time and wrong time, so I want to give them a quick, brief interview into that. So that when they’re about to hire they’ll ask themselves whether is this the right time or not.

TIM: There’s two parts to that. This is the mistake I made. I read The 4-Hour Workweek, I was so pumped up about hiring an overseas VA to just do everything for me. I hired, her name was Tanya, we’re talking a fantastic human being. She was so kind. Anytime I ask her to do something she did it. She was so eager to do a great job. My hat goes off to her, and I hope that she has an awesome life because she deserves it. The problem was I had no clue how the hell to do my own job. When I asked her to take over for me I was giving her incompetency. She’s like, “Tim, what do you want me to do next?” I was like, “I don’t know. You’re the VA, you’re supposed to know.”

OWEN: You’re delegating, you’re abdicating your work basically.

TIM: I was abdicating my work and worse than that is I didn’t even know what my work was. I just wanted to throw money at the problem and it hoped that it turned out. After reading The 4-Hour Workweek my interpretation was VA’s could just do anything.

OWEN: Magical.

TIM: Exactly, magical. But the thing is most VA’s don’t know how to manage a Google AdWords account or update a WordPress website, or do any of these other tasks. Some do for sure. You can go on Elance, there’s a billion different contractors that want to update your WordPress site. But you what, There’s a big difference between a good contractor who knows how to create and update a WordPress site, and a mediocre contractor that can say they know how to but they don’t really know what they’re doing. But the problem is you can’t tell  the difference unless you actually know a few things about what the heck’s going on. I think you have to have just a basic understanding of what’s going on. You have to have an understanding of how you’re going to monetize that. How you’re going to make money from it. There’s different formulas. When I first started my marketing company I tried just doing a little Adwords for one person and Infusionsoft and email marketing for another, and websites for a third, and some website copywriting for another. I was just doing the best with what I had and then I figured out, “This is insane. I should not be the one ever opening Adobe Photoshop because I’m not that good at it. I added a team member, not a full-time staff member but I found a contractor who’s good enough at graphic design. I kept going along then I figured out, “Hey, if I offer all these marketing services and I focus on just a few industries I’m going to be way better off than if I have to learn a new industry every single time I create a new website.” That’s what I mean, you just have to work up your formula a little bit first to figure out how do we build people, what are we building? Is it a product? Is it a service? You just need to spend some time grinding it out in the beginning to just figure out what the heck’s going on. I think the most forgotten page in the entire book of The 4-Hour Workweek is in the preface. In the preface Tim Ferriss says that he spent over 2 years grinding out 50, 60, 70, 80-hour weeks just figuring out how to sell his brain quicken supplement. Before he hit his epiphany and things started changing and started systemizing, and outsourcing all the rest. It’s not even in chapter one when talks about that it’s in the preface. People just want to skip over the hard work part and say, “No, I just want the fun part. I just want to go tango dancing.” No, it’s necessary. You have to pass through that part to have a clue as to what the heck you’re doing. I think the benchmark that I always tell people is don’t bother with systemizing, don’t bother with really sophisticated marketing, don’t bother with getting too complicated with your business structure, or having all bunch of team members until you have basically, a full-time income off of what it is that your business does. Once you hit that point you figured out enough of a formula where you’re actually making some money. Now, you can start taking a few of those dollars and part of your workload. And giving the money and the workload that you know how to do and you have some basic competency in, give that to an assistant or a contractor who’s going to work for you for 5 hours a week or 10 hours a week, or some small amount. It then frees you up to do more strategy and thinking, maybe start thinking about ramping up marketing, thinking about systemizing some things then.

OWEN: Awesome.

TIM: But until you’re making that kind of money it’s just too early. You need to work on your formula.

OWEN: Now that we know when is the right time to hire an employee. Let’s assume now the listener who’s listening now, they’re making enough to pay themselves a full-time salary. They understand how to sell their business. For the most part they are systematizing their business. Based on this now, we’re saying they’re at the right stage looking for and finding and trying to hire somebody. Let’s dive into that process that they should go through to hire that detail-oriented person to work for them.

TIM: Sounds good. We need someone who’s detail-oriented and qualified. What qualified means depends entirely on the task that you’re asking them to do. If you own a brain surgery clinic and you’re looking for a surgeon to work on you, they better be a brain surgeon. They better have gone to school, they’re a medical doctor, and they’re a specialist in neurosurgery. If you’re looking for somebody who is going to work in graphic design for you, then they better know how to use Photoshop and InDesign. If it’s somebody who’s going to be doing website work they better understand HTML, PHP, CSS, WordPress, Joomla, whatever it is that you’re using. My main assistant Sarah, I have her doing basic tasks to upload blog posts to profitfactory.com. I have here processing credit cards. Once per month I speak at the Hilton in my city. She confirms at the venue that we still have our booking. She lets them know how many people are going to be coming to each lunch. She handles our general support@profitfactory.com inbox. She handles a lot of those kinds of tasks, and she is a fantastic help. What I needed her to have as qualifications, I don’t need her to have a college degree. I don’t need her to be an award-winning writer. What I need from her is I need her to be English, as in as her first language, to be okay at communicating professionally, both written and spoken in English. That’s the very first thing. The next thing, I need her to be tech comfortable. She doesn’t have to be tech savvy, I just need her to be tech comfortable. But that it’s like if she knows how to run her own Facebook page, if she knows how to watch YouTube videos, click around, and be comfortable with that, that to me tech comfortable. There really are some people on this planet that are terrified by Facebook. I can’t work with that person. I have a virtual company, and my virtual company requires you to use a computer, right?

OWEN: Yes.

TIM: That’s the next thing. The next qualification I had was I need them to have a fairly strong computer that’s capable of handling media files like video, audio, and images, which means it’s probably a Mac that’s 4 years old or newer. Generally, I discourage PC users because they just crash way too much and have too many viruses. But I would work with a PC user if it was a newer computer. Next up, I have hired people from Philippines, Turkey, India, Pakistan, Jamaica, from all over the world and as fantastic as it is to hire really inexpensive overseas people for some tasks, my number 1 assistant I absolutely want them to be Canada or U.S. based. The reason for which, there’s a few reasons. Number 1, they’re in my time zone. If I need them to make a daytime phone call then they can. Secondly, cultural-wise, they’re the same culture as a lot of my clients. Most of clients and customers are in Canada, U.S., Western Europe, Australia, and New Zealand. We all have the same Western way of doing things. It’s very easy for my Canada or USA-based assistant to interact with them. Maybe this seems trivial or silly but if they’re based in Canada or the U.S. I can count on their electricity and their internet connection to be stable, predictable, and consistent. I had an experience with an Indian VA, like an East Indian VA and they were doing great work for me and suddenly they just disappeared. It’s like no emails, no Skype, no phone, nothing. It was like “poof”, they disappeared off the face of the planet. I thought they quit, or died, or something, they just completely went missing. Probably 5 days or a week later I got a message from them saying, “Oh Tim, I’m back. I’m sorry. I fell out of contact… I’m so sorry but there was some political fighting between two different politicians in my country. One politician got mad at the other politician and shut off all the electricity to my neighborhood just to show him how mad he was. So, I didn’t have any electricity and internet, and so I couldn’t write you to let you know that I was unavailable.” It was in that moment that I realized, “Wow, in a lot of countries utilities like electricity and internet are not stable. They are here in Canada and the US.” That’s why my main assistant, the person I’m counting on more than anyone else, I need them to be Canadian or US-based. Those are the basic qualifications that I’m looking for in my main assistant who’s helping me do a lot of support work. If I need a graphic designer it’s going to be a little bit different, WordPress is a little different. Someone doing maybe video editing is going to be a little different again.

OWEN: Basically, what I get from that is based on the type of task that you want them to work on for you, you have to define first of all the profile for the person and what kind of skill set they need to have. Also, on top of that what tools or utilities, or whatever that they need to actually do the work. So be clear on what profile, skill, and tools that they might need to do the work. That’s step one. Finding the person, you said make sure that you post the job, list in job boards, make sure they’re posting it the right way. Let’s talk about how you post the listing for the job the right way.

TIM: Let’s definitely talk about that. I’ll say also Owen that if you had to choose between someone who had WordPress… Let’s say you’re just looking for someone to do basic tasks like upload blog articles up to you blog on your website. Let’s say it’s something basic like that. If you had to choose between someone in India or Pakistan who had WordPress experience but did not meet the qualifications I just said, like English is first language, based in Canada or U.S., those kinds of things. Or you could choose someone who was all those qualifications and you could just teach them the few basic skills they need for WordPress, I would choose the second person 100% of the time. Because people can learn quite a bit quite quickly, especially if you systems and procedures to give them. But somebody in India to learn American or Canadian culture, and to make it their first language, and to have the electricity and internet stability that we have here, it’s way more difficult to make that happen than to take some who is Canadian or U.S.-based and English speaking. Teach them and give them procedures for the basic tasks that you’re doing. Does that make sense?

OWEN: I understand what you’re saying, not totally agreeing with that because I come from the background of I actually have a firm in Philippines where we find people. I think having a clear understanding of what the procedures are, good. Making sure that if you qualify then to make sure that they can actually speak in the language, or whatever that you need them to do. Also, making sure that once those two things mash together you can actually still find really great people to work with abroad. That’s what I’m trying to say.

TIM: Okay, fair enough.

OWEN: But I want you to share based on your own opinion.

TIM: Sure, definitely. You want to move on to where I find people.

OWEN: Yes. So posting the job the right way to make sure that they have detail-oriented people, I wanted to find out how you actually do that.

TIM: Sure. I have something called the perfect job posting. If the listener wants to go to profitfactory.com/sweetprocess I offer a free cheat sheet and a 39-minute training video on how to hit the ground running with creating systems in your own business. In that cheat sheet is my perfect job posting. You can copy and paste it directly. Just this last week I was in Chicago at a Perry Marshall, Richard Koch event, a very high-end event. One of the attendees just walked right up to me, no idea who this guy is, never met him before, and he said, “You’re Tim, right?” And I said yes. He said, “I got your cheat sheet. I copied and pasted your perfect job posting, I got 6 applicants from outstanding VA’s, I hired one of them. She’s now working for me. It was like magic, it was the easiest thing I’ve done in a long time.” All of that is available if you go to profitfactory.com/sweetprocess. In my perfect job posting, which you can copy and paste, I asked the applicant to basically jump through some hoops. What I mean by that is, and you’ll see this when you download the perfect job posting. I give a description of what my business is and what we do, who we’re looking for, and the tactic that I’m using here is I ask the applicant to write me a specific email to jobs@timfrancismarketing.com with a very specific headline, like subject line of the email. And then the specific layout of the actual body of the email. Just remember, I am looking for somebody who is detail oriented. The best way to find out if someone is detail oriented is to let them show you. Because if you ask someone are you detail oriented, most people will say, “Oh yes, for sure.” But you still don’t really know if they’re detail oriented. Because action speak loudest always. For example, in the body of the email I ask them to write, reason number 1, why you think this job is a fit for you. Write it black font, Courier, three sentences. Reason number 2, why you think this job is a fit for you in blue font, Verdana, three sentences. Reason number 3, why you think this job is a fit for you in red font, Courier, three sentences. By having that level of specificity in the application process, an applicant is proving to me whether they are detail oriented or not. Even better than that is I have a very specific subject line that I need them to use. I don’t even have to open all the emails that come my way. All I have to do is just look at my inbox and look at the different subject lines. Anything that does not meet the exact subject line I’m looking for just gets deleted. Even better than that is since I’ve put in place, I now have my assistant looking at the job’s inbox. Now my assistant is looking at all of the emails that come in. If it doesn’t meet what the subject line is supposed to be, my assistant will just delete it. To give you a comparison, the first time I put a job posting up to get a new assistant, I got over 200 applications. It was crushing. It was another full-time job just to go through all these.

OWEN: To go through it, yes.

TIM: Yes. And which completely defeats the purpose, right? Then I figured all these out and I put it into place. The last time I did hiring I had 3 top tier, qualified, A+ applicants in my inbox, not 200. Of those three applicants I ended up hiring two of them to be my ongoing assistants, and the third was one that I ended up hiring for a couple of projects here and there. That is the power of this perfect job posting.

OWEN: What I get from that is when you are hiring a person, you’re trying to find the right person. In the job description, what are you using? CareerBuilder, or even like a job board website like Craigslist, or whatever. In the actual description you’re putting in requirements for them to jump through certain hoops. Basically, those who don’t jump through those hoops you’re basically saying, this is another right fit anyway, and not taking that time to go through those hoops that are created for them. So you’re only zeroing in and focusing on those who end up doing what you wanted them to do as part of the job application process. That’s what this is, right?

TIM: Absolutely.

OWEN: Let’s use an example so the listener can have a concrete way of applying what you just said so far. Feel free to pick any job title or whatever and apply what you just said, how that would work all the way from you putting the job posting online and the kind of hoops you want that specific person to jump through. That way it’s more concrete in the minds of the listener.

TIM: It comes down to this. If you imagine like a hockey stick. You know how it’s kind of flat, flat, flat, and then it goes up at the end, right? If you were to write down all the tasks to do in your business, let’s call that the 100% of tasks. If we were to put those across the bottom of the hockey stick, we would have a whole bunch of tasks that are $10 an hour, $15 an hour, $20 an hour, maybe $50 an hour. Those would all be on the flat part of the stick. Then, there’s a few tasks that you do in your business right now that are worth $100, that are worth $1,000 an hour, that are worth $500 an hour. That’s all on the vertical part of the hockey stick, the part that goes up. Really, what we’re talking about is how do we take the low value tasks, how do we then eliminate, automate, or delegate those so that you aren’t doing them anymore, which then frees up your time to go do the higher value tasks on the up part of the hockey stick. When you’re on the up part of the hockey stick you’re making more money, which then brings in more money for you to go and hire more people to get more computer systems. Or maybe to invest in something like SweetProcess or Aweber for automatic email marketing, or whatever the tool is, which then frees you up even more to spend more time at the high part of the hockey stick. And the cycle just keeps going around and around. In you and I in this last interview I described an example of how my assistant was dealing with migrating websites while I was having one-on-one time with Richard Koch, who’s author of the 80/20 Principle, and his net worth is US$274 million. I couldn’t have had that one-on-one time with Richard Koch had I been migrating websites back here in Canada. It’s just like that’s what I mean. So you need to decide in your business what are those bottom level tasks and then how do you go and find the appropriate person to go and take over that task. For me in the very beginning, I needed simple tasks like updating websites, like processing credit cards, like calling guests and invite them to my live events. That could all be done by the kind of virtual assistant which I described just a few minutes ago. Based in Canada and the US, English speaking, all the rest. The best place I found for that is hiremymom.com People are probably laughing at the domain name hiremymom.com, it’s like “What are you hiring them for Tim? It sounds kind of sketchy.” But the truth is these are women who used to be in the workforce, typically professionals. They’re very good. They’ve worked in law offices and corporate settings, and they’ve had a child, and they want to work from home so that they can be with their kid. They want to have no gaps in the resume while they’re raising their child. Plus, they want to bring in a few dollars while having a flexible work schedule. I have just found all-star applicant after all-star applicant at hiremymom.com. If you’re looking for that kind of an employee then you would go to hiremymom.com, you would take my perfect job posting, which you’ll copy and paste out of my cheat sheet…

OWEN: So what would you put at the subject line? What I’m trying to do is apply your framework to this very example of this very title of this job. What did you put in the subject line for this role, for this job?

TIM: That’s in my perfect job posting in the report that you download. Literally, you copy and paste it, and the subject line is “Slightly OCD Mom from (insert your city or town) interested in marketing job.”

OWEN: Okay.

TIM: All that’s right in the report. So you can copy the subject line, paste it, copy the description, paste it, modify it however you see fit, and post it. And just watch what happens. It’s absolutely magic. I also recently was hiring a copywriter. A copywriter is someone who definitely has a more specialized skill set, and you’re not going to find a copywriter in hiremymom.com. I went on to some forums that talk about copywriting. Everything from books they like to…

OWEN: Very specific to them.

TIM: Yes, repository of great headlines, discussing copywriting courses that are out there. For me I went to AWAI Online, which is American Writers and Artists… I forgot what the I stands for, but they train a lot of copywriters, and they have a huge forum of copywriters that are on there asking for feedback on their work. It’s where copywriters talk to copywriters. I went on there, I took my perfect job posting, I modified it a little bit so that it was copywriting specific.

OWEN: …to fit the job and the role, yes.

TIM: Yup. And I just let the system play out. I ended up getting 22 applicants or something. I ended up hiring two, and one of the two I’m now taking into a 90-day trial here where I’m going to give them quite a bit of my copywriting work just to continue testing them to see how it’s going. And they may become my go-to copywriter for the next 6, 12 months, or maybe even longer than that.

OWEN: What I’m trying to actually get at now is when it comes to actually giving them homework to do in order to respond to you and basically signal to you that they’re actually a detail-oriented person. Is that series of steps that they have to take, is it always going to be the same or is it different for each job role?

TIM: Every job role that I’ve hired for, we’ve always followed some of that same process of like– First of all, what task do I need to get off the bottom of the hockey stick so that I can go to the top of the hockey stick. I figure out what that is. Then I figure out the right place to go find that person. If it’s a general, simpler task, I’ll use hiremymom, if it’s a specific skill like copywriting then I’ll go to copywriting. I’ll use a version of my perfect job posting everytime to go and put it on the online job board. Then I get applicants. And then from there it’s just a matter of giving them a few projects to start with that you can test them on. Because people will say whatever they want, but it’s ultimately their actions that are going to speak loudest.

OWEN: Okay. Let’s talk about that now where you now given them some projects to test them on, this is now the point where you’ve brought them in and you’re trying to make sure that this is the right person to stay onboard. Share with us some things that you at this very stage.

TIM: I’m going to have to jet here in just a minute or two. But at this stage once I’ve got somebody in my team, instead of committing to them that I’m going to work with them for the next 10 years, I’ll say to them, “Hey, let’s work together for 30 days, or 1 week, or a project” or some specific amount of time where they have chance to prove themselves. Honestly, you have a chance to prove yourself to them too. If that works out then there’s a couple of things I put in place with my main assistant. This isn’t everybody on my team, but with my main assistant I have them have a weekly meeting with me. In that weekly meeting they know that as busy as I might get, or as unavailable I might be, like the last 8 days I was in Chicago and I was not that available to my team. They know that usually they’ll have a chance of talking with me at least once per week. That weekly meeting has been very useful for us, particularly for my main assistant and I. Then from there, another item I put in place, and this is with everybody who works for me. If they’re an outside contractor and I’m hiring them just to develop a website for me. All that I care about is the end result then I don’t ask them to do this. But if they’re kind of like an internal team member, even if they’re a contractor, it just feels like they’re an internal team member. Or I’m assigning them a handful of different projects and tasks over time, then I’ll have them submit to me a daily report. The daily report has a handful of questions in it. First question is, and I can thank John Jonas from onlinejobs.ph for this idea. I’ve modified it but my four questions are what did you do today? They’re not allowed to say “stuff”. They have to say I updated the Profit Factory website.

OWEN: Specifics, yes.

TIM: Exactly. They don’t have to give me like a 10-minute, 5-paragraph summary, but just a sentence of the basic milestones that they hit. Number 2, what challenges did you run into. And that way it helps me know how I can help them. Number 3 what they need from me. They might say, “Hey, I need login info for this” or I need something else. I’ve modified what John suggested by adding a fourth item here which is did you log your time into TeamworkPM? We’re using TeamworkPM and it actually has like a timer on it for them to start/stop for tasks. By having this fourth question here it forces the assistant to either say yes or no. If they’ve said no then they’ll go back. And then they’ll input their start and finish time, and then they’ll come back and they’ll write me the report and say, “Yes, I did log my time into TeamworkPM. It’s just a great step to help keep your team accountable to time, and to keep their time logs in a central place so that it’s really easy for them to export and invoice you instead of it being on little bits of paper all over their desk.

OWEN: What I get from that was at the end when you’ve hired them you give them a period, maybe 3 or 6 months, where there’s an audition period where they get to see that it’s a great fit for them, and if it’s a great fit for you as well. So you’re both auditioning for each other. On top of that, especially in the beginning, you also have a daily or weekly checking where you guys can actually check in on them and it’s like a meeting process with them. They basically get to tell you what’s going on or what’s not going on. But then, they also have a daily report where they send you what they’ve done. That way, at the very beginning you have an in-depth look on how they’re doing the work that you’ve hired them to do as oppose to them going several days and it turns out they’ve not been able to do anything. But now you can jump right in and fix any problem that they have.

TIM: Absolutely. And typically, it doesn’t take 6 months to find out if somebody is good or bad usually in 30 days, if someone is [Unintelligible 00:37:42] or not, sometimes like 7 or 14 days. Set the shortest amount of time where they get a fair chance. You got to be fair, it’s a two-way street where they have a fair chance at demonstrating their true character and abilities. And they can get a sense of what it’s like to operate in a systemized business, because it’s rare. Unless you’ve worked for McDonald’s or FedEx, or some big company that has a lot of procedures in place, most people aren’t used to working inside of a systemized business. They might find that they don’t like it, and that’s okay. It’s better to find that out within 14 or 30 days to part ways and move on to somebody else.

OWEN: Awesome. Last question for you. What is the next step that the person who’s listening to this should do in order to get started with finding as well as hiring detail-oriented person for their business?

TIM: Definitely go to www.profitfactory.com/sweetprocess. Download my cheat sheet. Watch the free training video that’s there. It’s 39 minutes, which I know seems like a long time. But everybody I’ve talked to who’s watched it said, “Wow, that flew by and it was so action-packed. It was some of the best 39 minutes of training they’ve done in a while.” Even if you don’t use my perfect job posting, even if you disagree with me about something or anything I’ve said here today, I think that it’s still worthwhile checking out how I’m thinking. Last year it allowed my business to increase by 50%, and decrease my workload by about 20% all in 3 months. It was a massive change in my business. Every quarter that goes by we keep setting new records for quarterly revenue. Even if a person doesn’t like the specifics of what I’m saying I think by downloading my cheat sheet, my free report, they can at least capture the spirit of how I approach this…

OWEN: Yes, the basic point is understanding the process behind how you go about doing. And then tweaking it for their own business. They don’t have to agree to everything, but just understanding and say process through which you went to do it. It’s not just happenstance.

TIM: Yes, absolutely.

OWEN: That’s the most important thing. Thanks very much for doing the interview. I really appreciate it. The audience, I know they’ll be able to reach out to you and thank you as well for doing the interview. I know you have to run now. So, thanks for doing the interview.

TIM: Yes. And thank you for providing a great service. I know that the Process Breakdown Podcast is very well reviewed on iTunes and I know that people seem to really enjoy what you’re doing. Good job to you too Owen and to all the entrepreneur’s listening, best of luck.

OWEN: We’re done.

 

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Here are 3 Steps to Take After Listening to the Interview:

  1. Take some time to define the qualities, characteristics and skills of people that you would like to hire.
  2. Create a perfect job posting for your business to weed out people who are not qualified to be on your team.
  3. Go to Profit Factory to claim your training video and cheat sheet.

 

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