Hiring Best Practices, Hiring A Marketing Coordinator, Hiring Employees – Monthly Mastermind October 2022
Lisa Faast led a mastermind call on hiring best practices, emphasizing the importance of defining job roles, attributes, and skills. She shared her experience with hiring mistakes and the Korn Ferry system for identifying soft skills. Lisa detailed a six-step hiring process: defining the job, gathering candidates, written assessments, phone interviews, in-person interviews, and working interviews. For marketing roles, she recommended tasks like creating blog posts and social media content. Lisa also stressed the importance of job descriptions that reflect company culture and the need for clear communication throughout the hiring process.
Outline
Questions
- Convert the hiring best practices content from this mastermind call into a longer (approximately two-hour) course for members.
- Create a detailed marketing coordinator hiring package (including a sample job description, duties, attributes, and skills) and share it in the membership site for members to use.
- Finish compiling the marketing coordinator hiring package and publish it in the membership site, despite the delay caused by NCPA.
- Schedule the next monthly mastermind call featuring Dr. Christina Fontana on mindset and mental health.
- Review and, if needed, send current job descriptions to Lisa for help refining them into more engaging, culture-aligned postings.
- Order the Korn Ferry Sort Cards and Interview Architect book from Amazon to support the soft-skills hiring process.
- Schedule one-on-one calls with Lisa to walk through the hiring process and Korn Ferry system if members need personalized help.
- Organize a group workshop with interested members to walk through the hiring process and Korn Ferry system together.
Hiring Best Practices Overview
•Lisa Faast welcomes everyone to the monthly mastermind call, noting the delay due to pharmacy events.
•The focus of the meeting is on hiring best practices, including defining job roles, application processes, and interview techniques.
•Lisa emphasizes the importance of understanding the type of person needed for the job and automating the hiring process.
Personal Hiring Experiences
•Lisa shares her first hiring experience, recounting a bad hire for a clerk position in her pharmacy.
•She highlights the importance of practice in hiring and the inevitability of making mistakes.
•Lisa discusses the human component in hiring, noting that sometimes things work out and sometimes they don’t.
•She encourages participants to interact during the live session to direct the discussion.
Defining Job Roles
•Lisa explains the importance of clearly defining the job role before hiring, using the example of a marketing coordinator.
•She breaks down the job into duties, attributes, and skills, providing examples for each.
•For a marketing coordinator, duties might include social media posting, newsletter creation, and paid advertising.
•Attributes could include remote work, salary position, and the need for specific skills like digital marketing.
Soft Skills and Korn Ferry System
•Lisa introduces the Korn Ferry system, which helps identify and interview for soft skills.
•She explains the use of sort cards and the interview architect book to prioritize soft skills.
Lisa provides examples of soft skills like managing ambiguity, driving results, and nimble learning.
•She emphasizes the importance of hiring for soft skills and training for hard skills.