ATTRACTING & HIRING TOP TALENT

Bringing the right people onto your team.

PRE-WORK 

Here is messaging to send to your participants prior to this meeting. Feel free to modify to fit your personality: 

Thank you all for your participation in last month’s MIBE Meeting. During our next meeting we will be reviewing the work you have done since our last meeting. Please be ready to give an update on the progress your accountability partner has made to achieve better alignment in their job. Our next meeting is ___________ and we will also be discussing our hiring process and how we can attract great candidates with the culture we are creating. While all of you may not be directly involved in the hiring process, we want your ideas on how we can improve this critical component of our business. Think about the process you went through when you were hired, as well as what mistakes we may have made in the past that led us to making bad hires. Thank you all, I’m looking forward to another great meeting! 

AGENDA

Intro from facilitator (2-5 min)

The Why: Use this opportunity to communicate with your team as one group. It’s powerful for them to hear the same message together and a great opportunity to recognize participants in front of their peers.

The How: Choose the things that are most relevant for your company to go over.

Suggestions:

• Welcome – Reinforce your mission/vision/values – Why do you exist as a company?

• Announcements

• Celebrations

Centering Exercise (5 min)

The Why: This exercise helps everyone to be present and focus their attention on the meeting. The quick-fire questions keep participants on their toes and force them to think about what they’re feeling right now.

The How: Go around the room and have everyone complete the sentence one at a time. As the facilitator, you should go first. You can reverse the order of who responds after each question if you want to mix it up. Remind participants that this is meant to be fairly quick and their first thought is often their best thought, so don’t overthink it and go with what pops into their head right away.

Examples:

• I’m ready for _________

• I’m tired of _________

• Recently I learned _________

• Today I need _________ from the group

Videos from MIBE® (15 min)

The Why: Anthony will provide an intro to the topic and give more information about the overall program. Each month, educational and inspirational information will be shared through this method. The video should make your job as the facilitator easier so you are not responsible for having to “teach” the lesson.

The How: Use the videos below. This month they are embedded into the discussion to break the content up into manageable chunks. It will be helpful for you to view them prior to the meeting. You will just need to be prepared to show them on a screen to your team. We recommend testing ahead of time to help avoid streaming/buffering/internet issues!

Discussion (45-60 min)

The Why: This is the opportunity for the group to share, collaborate and build trust. Ultimately the goal of these meetings is to move the people in your organization forward as leaders and improve your overall culture.

The How: As the facilitator it is very important that you seek participation from everyone at the meeting and that you create space for people to be open, honest and vulnerable. We will provide you with the content each month, it’s your job to facilitate the discussion around that content.

1) Review the ground rules for these meetings (2 min)

You don’t necessarily need to go over the post it notes, just review the rules and hang the poster in the room as a reminder to all participants. If there is something that needs to be added or modified, you can also do that at this time.

2) Alignment Review (10-15 mins)

If you used accountability partners, have each of them give a quick update on the progress or discussions they had with their counterpart about finding alignment in their job. This is a unique way to strengthen relationships by having team members give an update on each other. Make sure to prep them in your pre-meeting email that they should be ready to give an update on their partner’s progress. The purpose is to have people continue thinking about what was covered last month.

3) The Hiring Process (30-45 mins)

In this month’s video’s, Anthony goes over common mistakes that are made during the hiring process and suggestions for how to avoid them. They include more teaching than previous videos, so we have broken the content into 4 separate sections. You should play one video, then have a discussion about its content using the prompting questions. Move on to the next video, so on and so forth.

The goal of this discussion is for your team to spend time thinking about how your hiring process can be improved, and how team members can use their character strengths and talents to participate in the process. Use the attached worksheet to guide the discussion, while encouraging participation from everyone. Asking a question, having everyone write down an answer, and then sharing it is a great way to prevent people from suppressing their ideas. For larger teams, a second option is to divide your team into groups of 3-4 and have them fill out the worksheet, then bring everyone back together and have each group report on their ideas. Make sure at the end of the discussion, you assign action items to individuals. For example, if you decided that you are going to re-write a job posting, assign who is going to be responsible for that.

View & Download Hiring Process Exercise

View & Download Footers Compelling Job Description

View & Download Sample PXT Profile (real employee, shared with permission)

View & Download Footers Group Interview Evaluation

View & Download Footers Interview Project Prompts

Link to Eleserv/PXT Profile Info

FISHING IN SHALLOW WATERS

If you’re only looking at mediocre candidates, you risk picking the least mediocre.

QUESTIONS

What can we do to cast a wider net when hiring?

How can we strategically get in front of passive and sleeper candidates?

BORING JOB DESCRIPTIONS

If you create a fun and enticing job description, it will stick out to top candidates.

QUESTIONS

What can we say about our company that will attract Rock Star’s?

What separates a Super Star from an average candidate?

ASKING SUPERFICIAL QUESTIONS

Use the interview to find evidence of how the candidate performs at work.

QUESTIONS

What questions should we be asking during the hiring process?

What questions should you stop asking?

DESPERATION HIRING

Creating a process and trusting that process can help you avoid bad hires. Being diligent takes longer in the short term, but saves significant time and money in the long run.

QUESTIONS

What is great about our current process?

What needs to be improved?

Take a moment to outline a process for a position you’ll be hiring for soon.

Recap Video from MIBE® (5 min)

The Why: Anthony will close the meeting and summarize the content with an inspirational message. This is also our opportunity to share our post-meeting action items for participants.

The How: You will need to queue up the second video below. Again, it will be helpful for you to view it prior to the meeting and we recommend testing to help avoid streaming/buffering/internet issues!