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Speaker 1: For today's bonus episode of Big Business, I'm going to

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Speaker 1: take you from start to finish through our hiring process

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Speaker 1: at Fate. And if you're a business owner, maybe you're

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Speaker 1: just starting out, maybe you're well into your business journey already.

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Speaker 1: It doesn't matter where you are, or maybe you're applying

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Speaker 1: for jobs. You're gonna want to take notes for this

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Speaker 1: episode because I've done a couple of reels about this,

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Speaker 1: because we're hiring at the moment at Fate. Well, it's

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Speaker 1: finished now, we've found our applicant, and I have a

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Speaker 1: lot to say. I also have a lot to say

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Speaker 1: about some comments that I've received on social media because

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Speaker 1: I posted a video where I lightly spoke through our

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Speaker 1: hiring process and I had a few comments people going

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Speaker 1: red flags and it's not fucking red flags at all,

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Speaker 1: let me tell you. So, let's just cut to the chase.

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Speaker 1: This is how we hire at Fate, and I will

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Speaker 1: say disclaimer, it depends on the role. Okay, obviously we're

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Speaker 1: gonna do a hiring process a little different if someone's

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Speaker 1: applying to work in our warehouse versus if they're applying

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Speaker 1: to work in our retail stores. You know they might

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Speaker 1: have a bit of a physical trial in the store

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Speaker 1: to see how they go. But the hiring process that

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Speaker 1: I'm going to take you through today is if we

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Speaker 1: are hiring for someone to come and work in our

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Speaker 1: head office. So we have just done this entire process

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Speaker 1: over the last couple of weeks. Someone commented on my

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Speaker 1: video that I posted talking about this, saying like, this

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Speaker 1: seems like a really lengthy process. Do you get worried

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Speaker 1: that you're going to lose or miss out on applicants

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Speaker 1: if they get another job elsewhere during this process? And

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Speaker 1: to that, I say, no, not at all. This is

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Speaker 1: a pretty quick process for us, and you can make

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Speaker 1: it happen in like a matter of two weeks. We

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Speaker 1: definitely don't fuck around when it comes to hiring, but

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Speaker 1: we also want to take our time and do everything properly.

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Speaker 1: I know I've said this a million times, and I'm

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Speaker 1: going to say it a million times again. Hiring is

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Speaker 1: one of the most critical things that you can do

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Speaker 1: in your business. And this is something that I didn't

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Speaker 1: know when I I started Fate, and I feel like

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Speaker 1: a lot of business owners don't know that when you

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Speaker 1: first start out, because when your business is new and

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Speaker 1: it's just you and maybe you're just hiring the first

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Speaker 1: person to come and work with you and help you out.

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Speaker 1: You're not thinking of like the big picture, you know,

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Speaker 1: you're not thinking of the future. You're just thinking for

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Speaker 1: that moment now. But if I could do my time over,

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Speaker 1: and I don't regret any of my time that I've

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Speaker 1: had at Fate, But if there was one thing that

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Speaker 1: I wish that I could have learned sooner, and I'd

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Speaker 1: love to be that person to tell you now, And

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Speaker 1: I don't have any regrets, like I had to go

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Speaker 1: through everything that I went through in the early days

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Speaker 1: of Fate to learn all of this. But like, hiring

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Speaker 1: makes or breaks your business, and I shit you not

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Speaker 1: when I say, the wrong hire can fuck up your

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Speaker 1: whole business, Like it can literally turn it to absolute shit.

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Speaker 1: So when it comes to hiring, it's so important that

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Speaker 1: you do take your time, that you have all the

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Speaker 1: steps in place, and that you make the right decision

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Speaker 1: at the end of the day, because the last thing

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Speaker 1: that you want to do is go to the lengths

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Speaker 1: of hiring someone, which takes a lot of time, energy, effort.

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Speaker 1: There's a lot of admin that goes into hiring and

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Speaker 1: for it to be the wrong person and then you're

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Speaker 1: stuck with that person. Trust me, you don't want to

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Speaker 1: get into that scenario. So let me just walk you

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Speaker 1: through top to end our hiring process, and you're going

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Speaker 1: to want to take notes. So first of all, when

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Speaker 1: we're hiring at Fate, we advertise through Seek. I don't

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Speaker 1: even want to know how much money I have spent

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Speaker 1: on Seek over the years. It would be in the

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Speaker 1: tens of thousands. It is not cheap to advertise on Seek.

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Speaker 1: I think every time we put an ad up, the

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Speaker 1: baseline is three hundred and something dollars. And what's crazy

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Speaker 1: is I went into like our billing history of SEK,

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Speaker 1: because you just pay for each ad as you go.

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Speaker 1: I think you can also like buy a bundle or whatever.

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Speaker 1: But I went into it, like not that long ago

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Speaker 1: and looked at our billing history, and it's amazing how

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Speaker 1: more expensive it's gotten over the years, because I could

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Speaker 1: see like every month of the year, and I could

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Speaker 1: scroll down to like years ago, and it used to

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Speaker 1: be like one hundred and something. Now it's three hundred

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Speaker 1: and something. And that's if you just want like the

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Speaker 1: most basic ad, if you want it to be like

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Speaker 1: a highlight or a standout, it's even more. But that's

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Speaker 1: the way that we have always advertised our roles. It

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Speaker 1: works for us and we get great applicants through Seek.

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Speaker 1: We have tried alternatives like posting on LinkedIn and organically

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Speaker 1: on our social media. LinkedIn doesn't really ever work. Maybe

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Speaker 1: that's because we're based in Newcastle. So like all jobs,

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Speaker 1: we write up our job description. Make sure you put

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Speaker 1: everything that you could possibly need to put in that

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Speaker 1: description in there, all their duties and responsibilities, so that

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Speaker 1: it's very clear from the get go what kind of

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Speaker 1: role they are applying for, and we outline the entire

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Speaker 1: role and the role that we've just recently hired for.

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Speaker 1: I literally made the decision last week was for an

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Speaker 1: e comm coordinator, which is my dream role. If I

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Speaker 1: wasn't doing my role that I'm doing it fate, I

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Speaker 1: would love to be our e comm coordinator. It used

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Speaker 1: to be my job back in the day and I've

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Speaker 1: just handed it on through the business and taught everyone.

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Speaker 1: But this is our first time actually ever externally hiring

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Speaker 1: for this role because it's been a self taught role

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Speaker 1: up until this point. Dream role if you're not sure

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Speaker 1: on what you're doing in life, look up e comm

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Speaker 1: coordinator roles and see if you would find it interesting.

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Speaker 1: If you love all things like Canva design, making a

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Speaker 1: website look beautiful, photography, It's just my dream fucking role,

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Speaker 1: like I would love to do it. So we put

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Speaker 1: the job ad up, we wrote up the job description,

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Speaker 1: and then you let the applicants come in. Now in

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Speaker 1: our job adds, one thing that we put is that

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Speaker 1: a requirement of the application is a cover letter. Now

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Speaker 1: I've spoken about cover letters a lot on socials and

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Speaker 1: here on the pod, but a cover letter for us

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Speaker 1: is everything. Now. I said this in a video the

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Speaker 1: other day, and someone on TikTok said, well, at Google,

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Speaker 1: we think that a resume should say oh, and by

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Speaker 1: the way, I've learned that I say resume wrong. I've

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Speaker 1: always said regume, but I think everyone says resume. But

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Speaker 1: you just got have to deal with me saying resume.

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Speaker 1: But someone said in my comments a regume should do

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Speaker 1: all the talking, like cover letters are full of shit

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Speaker 1: and we don't like them here at Google. And I'm like,

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Speaker 1: first of all, don't compare my company to Google. That's

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Speaker 1: a billion dollar like hundreds of billions a dollar company,

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Speaker 1: But a cover letter for us is everything and your

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Speaker 1: workplace may be completely different, or you personally may disagree

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Speaker 1: with me on that. You might think cover letters are

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Speaker 1: a waste of time. But especially given the nature of

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Speaker 1: our business and given the fact that it's a creative

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Speaker 1: role that we're advertising for. An e coom coordinator is

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Speaker 1: a really technical and creative role. We want people to

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Speaker 1: show us their creativity and a little bit of personality

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Speaker 1: when applying. It's not just like a like a I

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Speaker 1: don't want to say, like a basic job, but like

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Speaker 1: we want to get to know our applicant because it's

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Speaker 1: such a vital role in our company, and we just

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Speaker 1: want to see people beyond their resume. So cover letters

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Speaker 1: are a massive one for us. We want people to apply,

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Speaker 1: we want to see all their skills and their work

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Speaker 1: experience on their resume, but we also want to get

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Speaker 1: to know the applicant a little bit better, and we

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Speaker 1: also want to see if they actually want the job,

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Speaker 1: because so many people just bulk apply for jobs online

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Speaker 1: but they're not actually interested in them. So number one,

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Speaker 1: if you're a business and you're wanting to hire, get

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Speaker 1: people to give you a cover letter. And also if

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Speaker 1: you are applying for jobs, attach a cover letter every time,

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Speaker 1: and I can guarantee you you will stand out and

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Speaker 1: make each cover letter personal to the job that you're

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Speaker 1: applying for. If you really want it. If you're just

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Speaker 1: looking for work and you don't really care, then by

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Speaker 1: all means you don't need to attach a cover letter.

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Speaker 1: But for me, if I'm hiring for a really high

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Speaker 1: level creative role within our company and someone has written

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Speaker 1: us a cover letter that says, hey, fate, my name

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Speaker 1: is Sarah, and this is why I would love to

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Speaker 1: do this role, and here's a bit about me, that

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Speaker 1: person's going to stand out amongst everyone that hasn't included

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Speaker 1: a cover letter. Again, I speak from my own experience.

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Speaker 1: What I like not every business will like. But a

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Speaker 1: cover letter means everything to us. So we put in

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Speaker 1: our job ad, please like you must attach a cover letter.

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Speaker 1: Applicants without a cover letter will not be considered. Our

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Speaker 1: job ad go up. We allow the applicants to roll

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Speaker 1: in for however long that may be, and then we

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Speaker 1: start going through every application. I had a lot of

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Speaker 1: people say, like, do you use a program that goes

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Speaker 1: through applicants. I don't know anything about that. We go

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Speaker 1: through the applicants one by one and in Seek. By

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Speaker 1: the way, this is not an ad forcy Hey, if

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Speaker 1: they want to sponsor the pot, I'm not going to

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Speaker 1: say no. Though. We go through the applicants one by

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Speaker 1: one and we put them in suitable or not suitable

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Speaker 1: on Seek. If someone hasn't included a cover letter, they're

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Speaker 1: straight to not suitable because if we've put it as

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Speaker 1: a requirement to apply you must write a personalized cover letter,

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Speaker 1: and they can't be bothered to do that, how are

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Speaker 1: they going to be bothered to do the rest of

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Speaker 1: the job. And that might sound harsh and people will

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Speaker 1: commenting red flags. It's not red flags. I'm just running

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Speaker 1: my business thoroughly. And I feel like people that comment

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Speaker 1: red flags like don't own a business, the same as

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Speaker 1: Fate obviously. So we then go and shortlist a heap

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Speaker 1: of applicants who have like standout resumes and cut letters,

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Speaker 1: who have the experience, who have the skills, who you know,

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Speaker 1: tick all the boxes. And we were looking for someone

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Speaker 1: for this role in particular that had a minimum of

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Speaker 1: two years experience. So we shortlisted I don't know how

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Speaker 1: many applicants for this, Let's say maybe there was about

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Speaker 1: fifteen that we shortlisted, where like, we are interested in

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Speaker 1: getting to know these people a little bit better. So

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Speaker 1: that's step number one. Step number two we never used

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Speaker 1: to do this, and I'll tell you why we brought

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Speaker 1: it in. So step number two is we send out

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Speaker 1: a questionnaire to those Let's say there's fifteen people. We

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Speaker 1: send out a really really really short questionnaire that will

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Speaker 1: take them no more than five minutes to fill out.

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Speaker 1: It might have five questions in it, and we just

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Speaker 1: use it like we use an online form filler out

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Speaker 1: or a builder to do that. And the website that

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Speaker 1: we use is called jot form. But there's literally like

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Speaker 1: a billion websites out there like that you can even

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Speaker 1: use like Google forms, but basically we use jot form

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Speaker 1: and we give them a series of really simple to

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Speaker 1: answer questions. It might be what is it that made

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Speaker 1: you want to apply for this role? And why do

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Speaker 1: you think you'd be a great fit. There might be

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Speaker 1: a personality question in there, like how would your friends

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Speaker 1: describe you in three words? Another one that we always

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Speaker 1: like to put at the bottom is tell us a

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Speaker 1: fun fact or interesting story about yourself. There's just like

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Speaker 1: five really easy to answer questions and from this Holy crap,

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Speaker 1: will you have your mind blown? So we never used

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Speaker 1: to do this and we would jump straight into a

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Speaker 1: face to face interview. But by doing this questionnaire first, again,

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Speaker 1: like it feels rude to be talking about people in

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Speaker 1: this way, but it really does filter out the people

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Speaker 1: that can't be bothered, so you're there not like wasting

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Speaker 1: your time interviewing them face to face, because that's what

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Speaker 1: I did so much of back in the day. So

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Speaker 1: back in the day, I would advertise online, pick out

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Speaker 1: my favorites, and then I would meet them in person,

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Speaker 1: and you would have people coming in to interview that

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Speaker 1: like definitely didn't have the skills or experience, or maybe

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Speaker 1: they were fluffing on their resume, or they weren't a

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Speaker 1: good fit. Like you'd be spending a whole day interviewing

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Speaker 1: people that were just definite nos. And I know that

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Speaker 1: sounds so nasty and cruel to say, but this is

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Speaker 1: just the nature of business is you're looking for the

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Speaker 1: right candidate for the role. And so we brought in

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Speaker 1: this online form because number one, you will be surprised

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Speaker 1: by how many people can't be bothered to fill it out.

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Speaker 1: And again, if someone wants a role badly enough. They

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Speaker 1: all take five minutes out of their day to fill

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Speaker 1: out that online questionnaire that we've sent them, and they're

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Speaker 1: super easy to answer questions, like it is not technical.

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Speaker 1: We're not asking them to go above and beyond. We're

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Speaker 1: just asking them to write a couple of sentences about

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Speaker 1: themselves about the role. And you will get so much

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Speaker 1: out of like that questionnaire. Like it's an absolute no

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Speaker 1: brainer for us when it comes to hiring to get

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Speaker 1: people to fill out the form, and especially like for

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Speaker 1: role like this, For example, our e comm coordinator role,

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Speaker 1: you do do a lot of writing, like writing our

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Speaker 1: product descriptions online. So if you're looking at people's writing skills,

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Speaker 1: you can then see like can they write out a

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Speaker 1: sentence properly? Can they map out a paragraph? If they're

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Speaker 1: going to write like one or two paragraphs in their answers,

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Speaker 1: you can look at their written skills as well. It's

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Speaker 1: also a great way to see if people use chat GPT.

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Speaker 1: You'd be surprised how many people use chat GPT to

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Speaker 1: fill out this questionnaire. And I'm all for like utilize

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Speaker 1: AI and chat GPT to help you do things, but

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Speaker 1: like if people are just going to copy and paste

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Speaker 1: a chat GPT answer into those like, again, are they

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Speaker 1: going to be efficient at doing their role if they

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Speaker 1: can't even be bothered to answer some simple questions about

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Speaker 1: why they've applied for the role. So we send out

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Speaker 1: the questionnaire like really quickly, and then you'll get let's

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Speaker 1: say I sent it out to fifteen, maybe only ten

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Speaker 1: will answer them. So then you've again like fished out

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Speaker 1: is like the wrong word, but you know, there's five

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Speaker 1: applicants that you don't need to bother interviewing because they

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Speaker 1: couldn't be bothered to fill out the form. Therefore they

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Speaker 1: don't want the job that badly, which is fine. Like

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Speaker 1: if people get the questionnaire sent to them from us

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Speaker 1: and they're like, oh, I can't be bothered to feel

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Speaker 1: that out, that's so fair enough. But it saves us,

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Speaker 1: you know, wasting our time interviewing them when they're probably

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Speaker 1: not overly keen on the role in the first place,

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Speaker 1: which is so fine. So that's step two, send out

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Speaker 1: an online form. Step three for us is a virtual interview.

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Speaker 1: Now we started doing this when COVID happened. I thought

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Speaker 1: that was one of the good things to come out

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Speaker 1: of COVID for us because I used to just jump

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Speaker 1: straight to the face to face meeting. And when you're

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Speaker 1: doing a face to face meeting, like I never want

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Speaker 1: to do like a quick ten minute face to face interview.

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Speaker 1: Again depends on the role, but when we're meeting people

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Speaker 1: in person, you want to be meeting really strong applicants

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Speaker 1: and you want to spend some time with them. For example,

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Speaker 1: I know this sounds crazy, but the in person interviews

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Speaker 1: that we've just done for our e comm coordinator role,

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Speaker 1: we met three people and it was an hour and

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Speaker 1: a half each. Because you're really wanting to get to

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Speaker 1: know these people as much as you can. So we

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Speaker 1: then lock in let's say, out of the fifteen, ten

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Speaker 1: filled out their answers, and then from there you might

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Speaker 1: then pick Let's say, I think we might have picked

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Speaker 1: like eight that we actually wanted to progress to the

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Speaker 1: next round to have a Google meeting with us. Now,

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Speaker 1: we never used to do this before COVID times, But

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Speaker 1: when COVID happened and we couldn't like interview people face

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Speaker 1: to face, that's when we started doing our Google meets

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Speaker 1: or like zoom or whatever. But we've kept that so

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Speaker 1: we jump on a quick ten minute just really quick

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Speaker 1: and easy intro interview, and again it's just getting to

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Speaker 1: know them a little better. It's asking some more technical

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Speaker 1: questions so that we can get a better understanding of

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Speaker 1: their experience. And then from there, let's say we interview

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Speaker 1: eight in a ten minute Google meeting. Then we choose

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Speaker 1: who we're going to meet in real life. And when

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Speaker 1: it gets to the point of meeting those people in

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Speaker 1: real life, we know for sure one of them is

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Speaker 1: going to be suitable for the role. Then like blind dating,

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Speaker 1: interviewing fifteen randoms and you're not sure how many of

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Speaker 1: them are super strong for the role and some maybe

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Speaker 1: not so strong. Like you've gone through this process so

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Speaker 1: that when it comes to meeting these people in person,

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Speaker 1: you can spend some time with them and you know

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Speaker 1: for sure that all of them have the skills for

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Speaker 1: the role, they have the experience for the role. You

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Speaker 1: know by this point that they really want the role,

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Speaker 1: So that you're not wasting your time because back in

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Speaker 1: the day, and again like I don't regret the way

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Speaker 1: that I have done anything at Fate throughout the years,

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Speaker 1: but you know, back in the day, when I first started,

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Speaker 1: in those first couple of years, I would pick everyone

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Speaker 1: out of seek and then I would meet them all

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Speaker 1: in person, and I never want to do like a

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Speaker 1: quick ten minute in person interview, so that I'd be

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Speaker 1: spending you know, twenty thirty minutes with each person. This

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Speaker 1: is my first time ever talking to them, it's my

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Speaker 1: first time hearing what they have to say, and of

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Speaker 1: course you want it to be a positive experience, no

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Speaker 1: matter what, like if they're absolute yes or if they're

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Speaker 1: a definite no. And I would find myself spending all

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Speaker 1: day interviewing people that weren't the right fit for the

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Speaker 1: role because I'd just jumped the gun and gone straight

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Speaker 1: from the online application straight into the in person meeting. So,

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Speaker 1: just to put it in a nutshell, we advertise online

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Speaker 1: and shortlist applications. From there, We then send out a

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Speaker 1: quick jotform questionnaire. It can be so simple and so easy,

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Speaker 1: I really want to stress. After that, we then do

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Speaker 1: ten to fifteen minute Google meetings, and in those Google meetings,

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Speaker 1: we get to know the applicant a little bit better.

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Speaker 1: We don't go too in detail about who we are,

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Speaker 1: like we do a little bit of like who we

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Speaker 1: are as a company, but we kind of save all

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Speaker 1: those nitty gritty company specific details for the in person

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Speaker 1: interviews on the Google Meet, it's getting to know them

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Speaker 1: a little bit better asking them about their experience, because

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Speaker 1: it's one thing for them to write about it on

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Speaker 1: their resume, but I love asking again when I'm in

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Speaker 1: that Google meet, can you recap us and walk us

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Speaker 1: through your experience so it's not just written down. You

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Speaker 1: can hear them talking about their experience. And then from

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Speaker 1: there after the Google meets, we jump into the in

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Speaker 1: person interviews. So we ended up interviewing three people in person,

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Speaker 1: which is way better than meeting fifteen people that you're

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Speaker 1: not sure of, and then we picked our one applicant

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Speaker 1: out of those three. And one thing that I'm massive

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Speaker 1: on I know that job interviews can be super daunting,

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Speaker 1: and you know, nerves are high and everyone can be

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Speaker 1: super anxious. One thing that we really pride ourselves on

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Speaker 1: at FATE is giving everyone an amazing experience when they're

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Speaker 1: interviewing with us, even if they don't land the job,

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Speaker 1: because I know how disheartening it can be to really

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Speaker 1: want something and not get it. So we always try

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Speaker 1: to make our job interviews like a really enjoyable experience,

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Speaker 1: and I think the feedback that we have gotten from

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Speaker 1: our applicants has always been great. We always try to

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Speaker 1: make our interview process personable, down to earth, of course,

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Speaker 1: asking all the right questions and getting to know people

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Speaker 1: and their skills. But we always want people to even

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Speaker 1: if they interview with us and they don't get the role,

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Speaker 1: I want them to be able to say, like, I

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Speaker 1: interview with Fate and it's such a bummer I didn't

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Speaker 1: get the role, which I can imagine is like I

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Speaker 1: always feel terrible, Like, you know, we've met three people

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Speaker 1: and picked one. I always feel so terrible that two

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Speaker 1: people are going to miss out, But I still want

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Speaker 1: them to be able to say like, even though I

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Speaker 1: didn't get the role, like it was a great overall experience.

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Speaker 1: And I know mapping this out like this can sound

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Speaker 1: like a lot, and people were saying to me on

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Speaker 1: my TikTok, this is too many steps or too many

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Speaker 1: red flags, just like it really isn't. Because the last

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Speaker 1: thing that you want to do is rush your interviewing

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Speaker 1: and hiring process in saying that we can achieve all

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Speaker 1: of this within like two weeks if we're really efficient

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Speaker 1: and people get back to us quickly, so it is

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Speaker 1: a really quick process. Mind you then you've got like

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Speaker 1: a notice period, like people might have to give their

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Speaker 1: work anywhere from two to four weeks. Notice. It does

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Speaker 1: drag out a little bit, but I would rather have

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Speaker 1: way more steps in place to ensure that we are

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Speaker 1: getting the absolute right applicant instead of jumping ship like

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Speaker 1: I used to back when I started Fate and you know,

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Speaker 1: someone applies online, I meet them in real life and

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Speaker 1: I go, you've got the job, without like really getting

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Speaker 1: to know them and their experience. Because hiring is one

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Speaker 1: of the most scary, Like I can't say I know,

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Speaker 1: I say it all the time, but hiring is one

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Speaker 1: of the scariest things ever. And it doesn't matter if

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Speaker 1: you're a small tiny business or like you're a bigger

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Speaker 1: business like Fate. Bringing someone into a really established workplace

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Speaker 1: is a massive risk because so many things can go wrong.

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Speaker 1: There can be massive shifts in culture, like you just

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Speaker 1: never know, and saying, when you're a really small business,

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Speaker 1: like you can have someone come in and tear the

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Speaker 1: place to shreds in the most wrong way ever. So

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Speaker 1: I feel like we can never be too careful when

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Speaker 1: it comes to hiring, and that's why I have like

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Speaker 1: these three slash four solid steps that we follow and

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Speaker 1: it's absolutely bulletproof. And I made a video about it,

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Speaker 1: and I thought, I want to have this pod here

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Speaker 1: like permanently on my feed so people can come back

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Speaker 1: to it. It works so well for us. It definitely

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Speaker 1: might not work for every business, it might not work

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Speaker 1: for every role. And I definitely didn't have this kind

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Speaker 1: of structure in our interviewing and hiring process back in

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Speaker 1: the early day because I was doing everything wrong. And

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Speaker 1: that's so fine. I feel like you have to go

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Speaker 1: through all of that to then get to the point

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Speaker 1: of going, holy shit, I really need to be careful

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Speaker 1: when hiring. And it's just it's so scary because I

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Speaker 1: almost feel like in a way as well, like hiring

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Speaker 1: so many people over the years, it's kind of given

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Speaker 1: me trust issues in a way, and I always have

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Speaker 1: in the back of my mind like you've got to

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Speaker 1: trust everyone one hundred and ten percent until proven otherwise.

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Speaker 1: But I do always have like my antennas up. I

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Speaker 1: don't know that when people are interviewing and hiring and

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Speaker 1: you know, presenting themselves to you in hopes to get

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Speaker 1: a job, like we all are presenting the best version

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Speaker 1: of ourself when we are being interviewed, and sometimes that

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Speaker 1: cannot be what people are really like. And I've dealt

434
00:21:07,920 --> 00:21:12,280
Speaker 1: with that firsthand of people, you know, schmoothing their way

435
00:21:12,320 --> 00:21:14,760
Speaker 1: through the interview process and then they get the job

436
00:21:14,840 --> 00:21:16,560
Speaker 1: and then they're not who they said they were, and

437
00:21:16,600 --> 00:21:20,960
Speaker 1: that is terrifying. That is a terrifying situation to be

438
00:21:21,040 --> 00:21:23,600
Speaker 1: put in as a business owner and as a business

439
00:21:23,680 --> 00:21:25,920
Speaker 1: as a whole. So this is why I think it's

440
00:21:25,960 --> 00:21:30,119
Speaker 1: so important to have multiple touch points and multiple steps

441
00:21:30,160 --> 00:21:33,800
Speaker 1: in your interview process. Have the job form questionnaire online,

442
00:21:33,840 --> 00:21:36,480
Speaker 1: do a quick ten minute Google meeting, and then meet

443
00:21:36,480 --> 00:21:40,520
Speaker 1: them in person and write everything down because I don't

444
00:21:40,560 --> 00:21:43,040
Speaker 1: know if people are gonna I always give people the

445
00:21:43,040 --> 00:21:45,080
Speaker 1: benefit of the doubt, but if people are gonna lie

446
00:21:45,400 --> 00:21:47,840
Speaker 1: or whatever throughout the whole process, if you've got everything

447
00:21:47,840 --> 00:21:49,399
Speaker 1: written down, you can kind of be like, well, in

448
00:21:49,440 --> 00:21:52,919
Speaker 1: the questionnaire, she said she has experience in this, but

449
00:21:52,960 --> 00:21:55,720
Speaker 1: then in the Google meeting what she said in the

450
00:21:55,720 --> 00:21:58,480
Speaker 1: Google meeting didn't match her written experience. I feel like

451
00:21:58,520 --> 00:22:01,560
Speaker 1: the mix of written did I just say written experience,

452
00:22:01,600 --> 00:22:04,320
Speaker 1: sorry if I did, but having like a nice mix

453
00:22:04,440 --> 00:22:07,400
Speaker 1: of written answers in the jot form and then your

454
00:22:07,440 --> 00:22:10,760
Speaker 1: notes from the Google meet, like you can really cross

455
00:22:10,800 --> 00:22:13,080
Speaker 1: promote everything. And the thing that's great as well is

456
00:22:13,400 --> 00:22:15,640
Speaker 1: when we got to our in person interviews last week

457
00:22:15,680 --> 00:22:18,320
Speaker 1: with the three applicants, before they came in, you know,

458
00:22:18,400 --> 00:22:20,320
Speaker 1: we went back to their jot form. We went back

459
00:22:20,359 --> 00:22:23,760
Speaker 1: to those first answers they gave us, and then you

460
00:22:23,800 --> 00:22:26,679
Speaker 1: can use that as talking points. You can say, I

461
00:22:26,720 --> 00:22:29,560
Speaker 1: noticed in your jotform you had written this, Can you

462
00:22:29,600 --> 00:22:31,800
Speaker 1: tell us a little bit more about that? It just

463
00:22:31,840 --> 00:22:34,719
Speaker 1: gives you so much to go off and of course

464
00:22:35,000 --> 00:22:37,919
Speaker 1: to wrap things up. When you are going to hire

465
00:22:38,320 --> 00:22:41,560
Speaker 1: that person for the role, always do a reference check.

466
00:22:41,800 --> 00:22:44,800
Speaker 1: It depends what kind of role you're hiring for, but

467
00:22:45,280 --> 00:22:48,359
Speaker 1: I definitely think it's worth doing. And when it comes

468
00:22:48,359 --> 00:22:51,840
Speaker 1: to doing a reference check, I'd be sure to ask

469
00:22:52,000 --> 00:22:56,520
Speaker 1: the reference questions that only someone in their position could answer.

470
00:22:57,560 --> 00:22:59,880
Speaker 1: I feel like, again, I kind of have trust issues,

471
00:23:00,119 --> 00:23:03,080
Speaker 1: but I always sometimes envision that people have gotten like

472
00:23:03,160 --> 00:23:06,399
Speaker 1: their coworker to pretend to be their manager. You know,

473
00:23:06,440 --> 00:23:07,879
Speaker 1: can you can I put you down as my reference

474
00:23:07,880 --> 00:23:09,760
Speaker 1: and say that you're my manager, even though you might

475
00:23:09,840 --> 00:23:13,159
Speaker 1: just be my friend or my co worker. So I

476
00:23:13,200 --> 00:23:16,320
Speaker 1: would be specific with the questions that you ask the

477
00:23:16,400 --> 00:23:19,720
Speaker 1: reference to ensure that they are the person who they

478
00:23:19,760 --> 00:23:21,800
Speaker 1: say they are, and just have a think about it,

479
00:23:21,840 --> 00:23:23,919
Speaker 1: and you can come up with questions that will for

480
00:23:24,000 --> 00:23:26,640
Speaker 1: sure tell you if that person is who they say

481
00:23:26,640 --> 00:23:29,000
Speaker 1: they are as a reference. And again, I don't want

482
00:23:29,000 --> 00:23:32,040
Speaker 1: to scare anyone. I'm sure everyone's genuine ninety nine point

483
00:23:32,119 --> 00:23:33,840
Speaker 1: nine percent of the time when it comes to references,

484
00:23:33,840 --> 00:23:36,439
Speaker 1: but you can just never be too safe when it

485
00:23:36,440 --> 00:23:40,199
Speaker 1: comes to hiring. And another question that we love to

486
00:23:40,240 --> 00:23:42,840
Speaker 1: ask a reference is if given the opportunity, would you

487
00:23:42,960 --> 00:23:46,200
Speaker 1: hire this person Again? I feel like that's a good

488
00:23:46,200 --> 00:23:48,439
Speaker 1: one and I would always hope in the back of

489
00:23:48,440 --> 00:23:52,160
Speaker 1: my mind that a reference is genuine and honest when

490
00:23:52,160 --> 00:23:54,400
Speaker 1: it comes to giving feedback. And hey, if someone's asked

491
00:23:54,440 --> 00:23:57,440
Speaker 1: you to be a reference, be honest when a new

492
00:23:57,440 --> 00:24:01,440
Speaker 1: employer is calling you, because we take what they are

493
00:24:01,480 --> 00:24:05,120
Speaker 1: saying as gospel. I never want to overshare too much

494
00:24:05,160 --> 00:24:08,239
Speaker 1: here on the pod, but there's some references that I

495
00:24:08,480 --> 00:24:11,240
Speaker 1: know for sure that we have called and then I've

496
00:24:11,280 --> 00:24:13,480
Speaker 1: had someone start working with us, and then I'm like

497
00:24:13,560 --> 00:24:16,679
Speaker 1: that reference was absolutely lying, or that reference was not

498
00:24:16,720 --> 00:24:19,880
Speaker 1: who that person said they were. So be super strategic

499
00:24:20,200 --> 00:24:22,600
Speaker 1: and careful when it comes to the questions that you're

500
00:24:22,640 --> 00:24:26,480
Speaker 1: asking references, and even if you're not one hundred percent sure,

501
00:24:26,520 --> 00:24:29,240
Speaker 1: you could ask for a second reference so that you

502
00:24:29,240 --> 00:24:32,320
Speaker 1: can have two different opinions. And my number one tip

503
00:24:32,640 --> 00:24:35,400
Speaker 1: when hiring is I mean, I could give you a million,

504
00:24:35,840 --> 00:24:40,400
Speaker 1: but if your gut instinct is telling you something, it's

505
00:24:40,520 --> 00:24:43,960
Speaker 1: always right. I can't stress this enough. If your gut

506
00:24:44,040 --> 00:24:46,639
Speaker 1: is telling you something or something feels a little bit off,

507
00:24:47,160 --> 00:24:49,040
Speaker 1: or if you're like, oh, I don't know, like the

508
00:24:49,080 --> 00:24:52,560
Speaker 1: person said this, and if something's bothering you, I would

509
00:24:52,600 --> 00:24:56,479
Speaker 1: ask more questions or not go ahead with the higher.

510
00:24:56,840 --> 00:24:58,800
Speaker 1: When you go ahead with a higher, you want to

511
00:24:58,840 --> 00:25:01,560
Speaker 1: be one hundred and ten sure that they are the

512
00:25:01,640 --> 00:25:05,040
Speaker 1: right fit for your business, your company, your team, and

513
00:25:05,119 --> 00:25:07,840
Speaker 1: everything in between. By the way, I love that this

514
00:25:08,240 --> 00:25:10,560
Speaker 1: bonus episode has turned into the length of a Maine,

515
00:25:10,720 --> 00:25:13,800
Speaker 1: but I feel like it was worth me talking in detail.

516
00:25:14,160 --> 00:25:17,320
Speaker 1: I'm super excited that we have hired a new e

517
00:25:17,480 --> 00:25:20,560
Speaker 1: comm coordinator at FATE and the reason that we're hiring

518
00:25:21,080 --> 00:25:23,440
Speaker 1: that we hired for this role is because our team

519
00:25:23,480 --> 00:25:26,960
Speaker 1: member who is currently in the position is moving overseas

520
00:25:27,400 --> 00:25:29,440
Speaker 1: and this is the first time we've ever externally hired

521
00:25:29,480 --> 00:25:31,879
Speaker 1: for this role because once upon a time when I

522
00:25:31,880 --> 00:25:33,920
Speaker 1: started FATE, I taught myself how to do all the

523
00:25:33,960 --> 00:25:36,800
Speaker 1: back end stuff like the Shopify, the Canva, the EDMS,

524
00:25:37,320 --> 00:25:39,520
Speaker 1: and then it's just been passed on to people in

525
00:25:39,560 --> 00:25:42,359
Speaker 1: our business and we've kind of taught everyone. So this

526
00:25:42,400 --> 00:25:44,439
Speaker 1: is our first time that we've ever externally hired for

527
00:25:44,480 --> 00:25:46,600
Speaker 1: this role, and I'm so excited to be bringing someone

528
00:25:46,600 --> 00:25:50,880
Speaker 1: with experience in the applicant that we have selected has

529
00:25:51,000 --> 00:25:54,719
Speaker 1: more experience than me when it comes to all things

530
00:25:54,880 --> 00:25:58,320
Speaker 1: e comm email marketing, and I'm so excited. And I

531
00:25:58,400 --> 00:26:00,640
Speaker 1: said to her, you make me look like a dumb

532
00:26:00,720 --> 00:26:04,440
Speaker 1: dumb She was laughing. I'm like, no, you absolutely do.

533
00:26:04,520 --> 00:26:06,960
Speaker 1: But I'm here for it because we're just entering our

534
00:26:07,000 --> 00:26:10,040
Speaker 1: new era and I'm so excited to have someone coming

535
00:26:10,040 --> 00:26:14,480
Speaker 1: in with so much experience and helping take our online

536
00:26:14,480 --> 00:26:18,200
Speaker 1: and digital marketing to the next bloody level. So that's

537
00:26:18,240 --> 00:26:22,000
Speaker 1: all for today's bonus episode of Big Business. I hope

538
00:26:22,000 --> 00:26:24,720
Speaker 1: you've gotten something out of this, and I hope that

539
00:26:25,440 --> 00:26:27,719
Speaker 1: you can implement some of my tips when it comes

540
00:26:27,760 --> 00:26:30,480
Speaker 1: to hiring. It is so crucial, and I know when

541
00:26:30,480 --> 00:26:33,879
Speaker 1: I shared my video talking about our hiring process. I

542
00:26:33,920 --> 00:26:37,000
Speaker 1: had someone comment on TikTok and say that they've been

543
00:26:37,040 --> 00:26:40,800
Speaker 1: in business for ten years and they're going to be

544
00:26:40,840 --> 00:26:45,720
Speaker 1: implementing two of my tips from this hiring process because

545
00:26:46,040 --> 00:26:49,719
Speaker 1: it's just so good to have a solid process in place.

546
00:26:49,880 --> 00:26:52,679
Speaker 1: Because whilst it's all well and good to say we

547
00:26:52,680 --> 00:26:54,480
Speaker 1: need a new high let's get someone in. Yeah, she

548
00:26:54,560 --> 00:26:57,400
Speaker 1: seems nice and fun, you've got to do it thoroughly

549
00:26:57,480 --> 00:26:59,840
Speaker 1: because it can make or break you. So even if

550
00:26:59,840 --> 00:27:02,200
Speaker 1: you ten years into business, if you're just getting started out,

551
00:27:02,359 --> 00:27:04,320
Speaker 1: if you're not even hiring right now, and you might

552
00:27:04,320 --> 00:27:05,880
Speaker 1: be in the future, I'd be sure to come back

553
00:27:05,880 --> 00:27:08,840
Speaker 1: to this episode because I like to think that it's

554
00:27:08,880 --> 00:27:11,000
Speaker 1: a fool proof base that we have and you can

555
00:27:11,040 --> 00:27:12,720
Speaker 1: take it and change it and do whatever you like.

556
00:27:12,760 --> 00:27:14,639
Speaker 1: If you want to skip out on one of the steps,

557
00:27:14,640 --> 00:27:16,520
Speaker 1: by all means, go ahead. But this is what works

558
00:27:16,520 --> 00:27:20,040
Speaker 1: for us, and it makes it thorough and smooth, and

559
00:27:20,119 --> 00:27:22,600
Speaker 1: by the end, when we've met the applicants, we feel

560
00:27:22,600 --> 00:27:25,000
Speaker 1: like we've ticked all the boxes, because you don't want

561
00:27:25,040 --> 00:27:27,320
Speaker 1: to jump into hiring someone when you still feel like

562
00:27:27,440 --> 00:27:30,760
Speaker 1: you don't know them well enough. I also mentioned in

563
00:27:30,800 --> 00:27:34,480
Speaker 1: this episode that the interviews were an hour and a half,

564
00:27:35,119 --> 00:27:38,639
Speaker 1: which I know sounds super long, but that entailed the

565
00:27:38,720 --> 00:27:41,560
Speaker 1: first half of it being an actual interview, like forty

566
00:27:41,640 --> 00:27:44,760
Speaker 1: ish minutes of an actual interview with questions. We also

567
00:27:44,800 --> 00:27:46,920
Speaker 1: do a massive intro to the company, a big chat

568
00:27:46,920 --> 00:27:50,080
Speaker 1: about our company culture and staff perks, and we go

569
00:27:50,119 --> 00:27:52,119
Speaker 1: through all that kind of stuff. And then, because this

570
00:27:52,240 --> 00:27:54,679
Speaker 1: is a hands on creative role, the second element of

571
00:27:54,720 --> 00:27:57,960
Speaker 1: it was getting our applicants to do some little physical

572
00:27:58,080 --> 00:28:00,800
Speaker 1: tasks on a computer. Because it's one for people to

573
00:28:00,920 --> 00:28:03,639
Speaker 1: talk the talk, but can they walk the walk? So

574
00:28:03,720 --> 00:28:04,960
Speaker 1: I don't know. You'll have to let me know in

575
00:28:05,000 --> 00:28:08,320
Speaker 1: my Big Business podcast DMS on Instagram if you'd like

576
00:28:08,359 --> 00:28:10,760
Speaker 1: me to do an additional episode to this and kind

577
00:28:10,760 --> 00:28:12,840
Speaker 1: of walk you through the structure of one of our

578
00:28:12,880 --> 00:28:16,159
Speaker 1: in person interviews, especially when therefore a role like this

579
00:28:16,280 --> 00:28:22,040
Speaker 1: where we have like a verbal questionnaire than physical tasks,

580
00:28:22,080 --> 00:28:25,040
Speaker 1: I absolutely can. But this is a bonus episode, so

581
00:28:25,080 --> 00:28:26,919
Speaker 1: I better wrap it up here and I'll be in

582
00:28:26,960 --> 00:28:29,439
Speaker 1: your ears next week. Good luck if you're hiring