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Excerpt
Sean:
So what is the number one wrong thing that you think clients that you have are doing when it comes to the hiring process and how do you fix that?
Keziah:
I don’t do relationship coaching, but people can use it for that. This process that I’ve developed works really well for hiring because you get to enter the core of what you really want. Often that’ll help you with screening out people who didn’t go to a fancy college or who didn’t go to college at all. You start to understand like, okay, is that actually important? It allows you to be a little bit more flexible, which often, In the US will say, we can’t get good candidates. That’s one.
The other one is you’ve got to pay people. You have to provide something of value to them, them. And that’s like, sometimes I’m like you are as a business owner. You guys are mutual clients. So you pay them for the value that they create for you. They show up and bring their right energy and focus and dedication in exchange for the value you provide to them. And if you don’t understand what value you’re providing to your employees, And often people will be like, well, I just I’ll throw more money at them. And it’s like, well, maybe that’s not what they need.
Maybe what they need is you to hire two or three more people, take the workload down and do a better job managing the organization. So I often find that they’re typically trying to throw money at their existing employees to get them because they’re leaving, jumping ship, and then they’re underpaying their new people.
And it’s like, let’s normalize this and let’s actually focus on what people want. So you kind of think of it from those two things. One is what do I really need? So it starts to let you cross off all the stuff that you thought was important and then looking at what I provide to them, and then the third layer is just being really aware.
If you can possibly name and gender and all those blind, applications, it’s very hard. because it’s very informal. Typically with smaller businesses called gray market jobs. If you can scrape those off in terms of when applications come in, there’s just well-documented bias. If somebody’s got a foreign name if they’re a woman. Will the same resume really be interpreted differently?
That just reduces the quality of your pool because you basically took very well qualified candidates. That’s the false negative part. So I’m just like, let’s, let’s make sure. And even when you write your job description, if you’re posting, there’s a bunch of like apps and stuff and you can, you can certainly bring in a hiring consultant.
I know a little bit, but I’m more likely to outsource that if it’s really important to make sure you’re not putting language in. People often talk about culture fit. The truth is when you say, what is your culture? It boils down to do we all get along?
And I’m like, yeah, but you, you get along with people who look like you.
So you’re just going to hire a bunch of people like you. If that’s your criteria and investors do this too, like, Oh, I want to go to the pub. Do I want to go out for drinks with you?
Is that what’s relevant to whether or not somebody is going to be a good employee?
I’m not an expert. They’re great resources. If it’s a larger business, I might bring in a consultant to help with that. But a lot of that is also just getting in touch with what’s most important to you. And when you say culture fit, usually what you mean. What does that mean? And what’s your culture?
Oh, I don’t actually know what my culture is. Okay. Well, let’s talk about how you want to structure your culture and how you want to create that because that’s part of what you’re offering the employee in exchange for their time.
I’m a white border, so that’s why I’m like this. I can draw this out for you.
