Why your is hiring sh*t

Like seriously.

Hiring tips on LinkedIn are like walking through a

countryside field.

No. Not enlightening, tranquil & mind easing.

There's a sweaty pile of manure at every turn.

It's not rocket science.
Hiring doesn't have to be this complicated.

Do better, besties.

With the right preparation you'll

ace it.

That starts before you have a job

ad created.

Let's run through it...

01

What is the scope of the role you need to hire?

Who does it report to?

What measurements will you use to define how

successful the individual is?

How will you track and measure them?

KAT REID
02
Okay babes. Now you know how to measure
them.

How competent does the individual have to be

at it?

How are you going to asses true competence?

Naw, please don't say "time doing it", that's

complete horseshit.

FYI - it infringes the equality act.

KAT REID
03
Make sure you're being realistic.

If you want the best of the best candidates.

Be ready to be the best of the best employer.

We can't all go shopping for candidates with

the Microsofts & Apples of this world.

Just like I can't go shopping in Harrods.

I know my lane.

And that's ASOS hauls.

KAT REID
04

Build from the previous steps a solid job

description.

And a competency metric for the job.

If you need help on this ask for it.

Don't be billy big bollocks & balls up what will

entice your candidates.

KAT REID
05
Figure out what you need to pay this person.

Simple AF.

Go check a benchmark site.

There's plenty.

Or better yet, if you have recruitment contacts,

ask them for a salary guide.

If you're offering bonuses, shares, or equity

have how this looks defined & ready.

KAT REID
06
Now let's figure out how to get this job to
market.

Is this a role you feel that 20-30% of the job

market that is actively looking will respond to?

Is it good enough to make the 70-80% not

looking go "OOOOH" when they see it.

Will you need to engage somebody who knows

the market and pay them a fee?

Do you know somebody in your network good

for the role that you would be happy to
manage?

KAT REID
07
Advertising - read this

Your advert has to be something that actually

f*ckin sells your company.

Remember this person is buying your money

with their time.

It has to be worth it for them.

What makes you excellent? What are you

offering? What makes you different to other
companies?

KAT REID
08
Engaging a recruiter- read this

Firstly, identify an ideal recruiter.

Set out mutually beneficial terms for business.

Iron out how you're going to work &

communicate with them.

Respect the recruiter.

They'll enjoy working with you more & that will

translate to applicants.

KAT REID
09
Ensure you know what the interview process is
& what you'll be looking at each step.

Don't just go for coffee/beers with this person.

They're not your friend.

Look at how you'll assess them.

More importantly.

How they'll assess you as to where they want

their career to be.

KAT REID
10
Ask if the process is reasonable in terms of
demand on all parties.

If you want to do a technical assessment/

presentation identify what you are looking for in
advance.

Share your reasoning for this with the

candidate.

Assure them this is not an arbitrary hoop to

jump through.

KAT REID
11
Look at how long this process is going to take.

Check your diary.

And FFS if it's going to take more than 3 months

speak to somebody who can help.

Spending a quarter trying to get your sh*t

together ain't it.

Get it streamlined.

KAT REID
12
Stick to your plans.

If you meet that one person who ticks all your

boxes.

Don't get grass is greener vibes.

This isn't Love Island.

Go for it.

KAT REID
13
Offer verbally.

Follow up in writing with a contract and offer

letter within 12 hours.

Then get ready to onboard.

I won't get into that process now.

That's a topic for another day.

KAT REID
 👏👏👏

Tadahhhh.

You've done it kiddos.

You did great recruitment.

KAT REID