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Hiring A Players – How to build a high performing team

For all Business Owners


 

Over the last 18 months, I’ve hired over 20 A players for my coaching business, and I can honestly say this has been the number one most important step in helping me skyrocket my operations and scale my business to where it is today. So, if you have ever felt like you’re burning out in your business, but you’re insecure about hiring people to help you – simply read on, or watch the video below.

 


So, you’re not sure exactly who to hire, where to find the right people, how to interview them, and how to bring them on and build a team of true A players?  Let’s get started.

Who You Want To Hire

The first thing we need to get really clear about is who you want to hire, and which areas of your business need to be staffed up.  So what I want you to do first is to all look at what you really hate doing. These are usually the things we that take up a lot of time, so we either procrastinate or don’t do them at all.  You also want to look at getting help in the more tactical area of your business, such as tech, operations, copywriting, and maybe even administrative support, because those are things you can much more easily outsource, and bring someone in who’s really good at that.

What Are Your Needs

The next thing you want to look at is where you might be lacking skills. Those are potential areas for you to hire help and bring in someone who is more experienced in those areas than you are.

Where To Look For Help

Next, we need to look at where you can find qualified people.

  • Personal Referrals – The first source I recommend you look at for your coaching lessons and for hiring is personal referrals. Go ask your friends, go ask your family members, go ask business partners, and say, “Hey, do you have a high-quality referral for me?”  The good thing about this is that these people already come highly recommended, which means that someone else already had an amazing experience with them.
  • Email List – You can also look at your email list, because these people already know you, your mission, and your message, and they may be interested in working with you as well.
  • Job Sites – If you can’t find referrals and you don’t have an email list, then you might look at job sites or sites such as Upwork.com. They also have great referral and rating systems, and you can see qualified contractors, vendors, and experts with resumes listed online.  This allows you to search for them and be even more proactive in your hiring.

How To Pay Your Team

Wondering how much to pay your new contractors or employees? Here’s what I recommend. Start off by paying on an hourly basis while you’re training and on-boarding them, as during this time they are on a probationary period. Later on, as your contractors and employees become full-time members of your team, you can consider paying them a flat monthly base pay, base salary, or base rate.

Of course, you also want to look at how much you can actually afford to pay someone. Just because someone requires a certain hourly rate or base pay doesn’t necessarily mean that you have to pay that much. Make sure you have a budget for your business, you know your bottom line, and you know exactly how much a specific position is worth to you.

The Hiring Process

Now let’s talk about your hiring process.  This is where many people make a lot of mistakes, and they also spend a lot of time. Our hiring process is very simple, but it’s very intentional.

  • They submit a video.  That might be surprising for you but it’s very effective. In just two to three minutes or view viewing, you already get an impression for who they are, what their personality might be like, and how outgoing or confident they might be. It will give you a sense for whether you like that person, and whether you want to then interview them and move them further in the hiring process.
  • They submit their resume.
  • They complete a personality test.  We recommend either the DISC profile or the Kolbe personality test because it’s important for you to select the candidate with the right characteristics and type, depending upon the position you’re trying to fill. For example, if you’re looking at hiring a coach, you may want to hire someone who’s an outgoing people-person with great communication skills, who likes to inspire and be with people. There’s nothing right or wrong with these personality types, you just want to make sure you’re selecting the right personality for the right job.  That said, personality testing can be very telling, and is also something I highly recommend for anybody in your organization, no matter what level in the organization they are at – you might learn something you didn’t know before!
  • They are invited to a 30 or 60-minute interview or screener. After you have a personality test, video, and resume, it will help you make a decision as to whether you want to spend your valuable time interviewing that person. So this process will help you save time and bring in candidates who already have amazing qualifications and seem like they might be a perfect fit for you so that you can interview only the right people right from the start.

Your Job Description

Your job description should be as detailed as possible. Make sure you include how many hours are expected, what the prerequisites, requirements, and skill set needed for the job are, what the person will be working on, what their goals are, and what your expectations of them will be. The goal is to show them exactly what they’re signing up for right from the start so there are no surprises.

Trust Your Gut

Lastly, don’t forget about your intuition – because I’ve learned that mine is never wrong.  So, if something seems off about a person – if they seem like they’re telling you what you want to hear, or appear inauthentic or fake, trust your intuition, regardless of how good their resume might be. Move on, and I promise your intuition will lead you to the perfect person for your coaching business.

I hope this article brought you well on your way towards hiring and selecting the perfect candidates for your coaching business. But, if you want to know even more, I have something really special and exciting for you today, and that’s our Coaching Business Insider’s Hiring Guide. In this guide, I will walk you through step-by-step what you need to do to select and hire the perfect people to help you grow your coaching business, avoid burnout, make your business fun again, and build a team of real A players.

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