What are the top secrets of Mark Zuckerberg, Elon Musk, Garry Vaynerchuk in hiring employees? What methods do they use? If there is a difference between hiring people for a startup or small business and for a big corporation? How to hire employees with no money?
Ready for some additional help but not sure how to hire employees? Human resources are a very valuable part of every business and important part of entrepreneurship. Congrats, bringing on staff is a huge milestone. When thinking about how to hire your first employee, your fiftieth, or some seasonal help, there are a few important things to consider. You need to find the right candidates and make sure you've set everything up correctly (and legally as well).
I asked Mark Zuckerberg, Elon Musk, and Gary Vaynerchuk how to hire people and employees for small business or for a startup ? That what say said. In this video, you will get their answers on how to hire employees with no money and more.
Hiring employees is very costly. Hiring people is a serious commitment and can lead you to success or failure. In this video, I will check how to hire employees for small businesses and what most successful business leaders think about hiring employees.
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My main motto while I am hiring people is to hire slowly, fire fast. The hiring process is a painstaking, effortful process. You can't just ignore the interview or reference check stages. In USA or in the European Union you can't just hire someone today and then fire him without serious complications or consequences. So my first rule of thumb - if you are not sure about hiring people someone as an employee, start to work with him/her as a contractor. In 99% of cases, it's easier and less painful.
Where to start from.
Determine the need for a new or replacement position. Think creatively about how to accomplish the work without adding staff (improve processes, eliminate work you don't need to do, divide work differently, and so forth). Maybe you can hold a recruiting planning meeting with the recruiter, the HR leader, the hiring manager, and, potentially, a coworker or internal customer.
Develop and prioritize the key requirements needed for the position and the special qualifications, traits, characteristics, and experience you seek in a candidate. Why it's important? (These will assist your Human Resources department to write the classified ad; post the job online and on your website, and screen resultant resumes for potential candidate interviews.)
Write a job description.
First of all, When you are ready to hire, begin to develop a job description. State what makes your company an amazing place to work. Do you offer cool perks? The right candidates will care about these details. The hiring process is an opportunity to evolve your organization. Your objective should be to hire for the future, not where you are today. Many job descriptions are long-winded and filled with jargon. No one wants a boring job, so don't be boring when describing it. You should use the same salesmanship that you use when attracting customers to your latest products. Be succinct, avoid jargon, and if possible, add pictures and videos to introduce candidates to your team.
Share your open position.
When you place your job advertisements, go big, and cast a wide net! Relying on traditional avenues can limit your candidate options to those already unemployed and looking for a job. Consider offering a referral bonus or employee incentive for sharing, reposting, or referring candidates from their network. Find out where your best candidates hang out (perhaps at certain conferences, university competitions, or online groups) and spend some time there so you can make connections and invite the right people to apply.
Filter people who don't meet your qualifications.
The first step of screening is to filter out candidates who do not meet minimum qualifications for education and years of experience. When reading resumes and cover letters, pay attention to soft skills like communication abilities and professionalism. Create a de-selection process by requiring applicants to respond to a specific set of instructions. Multiple levels of screening will help you save time on lengthy interviews with under-qualified candidates.
Invite those who passed to an interview.
When finished screening, invite your pre-qualified candidates to interview. As a courtesy, send no thank-you's to applicants that you've filtered out.
I always save all candidates in one place. Who knows, maybe I will need their help as a contractor or full-time employee soon
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