It is all about the SYSTEM
So many of us spend countless hours refining our websites or designing marketing material. Why do we not do the same thing when it comes to our hiring processes?
It is important to remember that hiring people to work for you is the same as marketing for new clients.
Who is your perfect candidate? Where are they located? What is the perfect messaging to attract that person?
Brian Hegarty shares in todays interview the step by step process his company uses to attract only A-Players.
The difference between good and great is in the people you hire. Brian also argues that by hiring B and C level players you actually repel the really good talent back out of your company!
How frustrating it must be when an A player has to work along side B and C players all day long. Brian lost one of his best long term employees just because he rushed the process and made a bad hire.
Today you will learn insider secrets from a small business veteran who has made over 1,000 hires in his career. Learn how to avoid the costly mistakes everyone is making. Learn how to attract and keep the very best talent in your market.
If you can get this one system right your small business will truly become a nightmare to compete with locally.
In todays interview we discuss:
-Training & Culture
Brian has put together an INCREDIBLE training course called The Ultimate Rockstar Employee Toolkit. It is available exclusively at AutomateGrowSell.com
Inside you get his step by step processes and all of his internal documents that he uses to find and hire the very best possible employees.
In This Course Brian Will Show You:
-How To Recruit “A” Players Using His Automated Funnel That Eliminates “B” & “C” Players And Increase Your Chance Of An “A” Player By 90%!
-The Exact Interview Process That Will Determine Hunger, Humility, People Smarts, And If They Fit Into Your Company Culture.
-The On Boarding Process That Gets New Hires Up To Speed Fast By Using An Online Training System.
-Retention Through Praise, Flexibility, Benefits And Money.