Step 8 - How to Outsource

Transcript

1. Transcribed by https://otter.ai - 1 - Step 8 – How to Outsource SUMMARY KEYWORDS expectations, person, hire, interview, fit, references, red flag, questions, clearness, parties, job, written, gut, narrowed, weak spots, text message, set, opinion, clear, listen SPEAKERS Patricia Sung Patricia Sung 00:00 All right, now it's time to hire the right person. Now, I could create an entire lengthy course on how to hire well. But we're just, we're doing the quick version here. So here's some basics to get you started. And know that as you hire someone, and as you practice interviewing, it does get easier with time. So to start, have some kind of idea of how you want this process to run. Patricia Sung 00:22 For example, when someone's interested, how do you want them to reach out? Do you want them to email you do you want them to text you what's going to happen next, then, when you're doing interviews, if you can try to interview at least three people, that will give you a chance to compare different perspectives and different experiences and get a feel for what kind of people are out there that fit what you're looking for. Patricia Sung 00:44 And then when you've narrowed it down, and you think like this is this is probably the right person, having a second opinion is really helpful. So whether that is your partner, a good friend, someone else in your business, get that second opinion, to make sure that they don't see any red flags that you missed? It's just a really great practice to have an outside set of eyes be like, Hey, this is what you said you wanted? Does this person fit those? All those expectations that you put together a couple of videos back? In the interview? You it's very easy to Google like questions for this kind of job. And you can come up with interview questions that, you know, Google's got plenty of listed there. Where I want you to focus your time is asking them to tell you about things that they've done before, tell me about when you did this thing that you want them to do in the job, getting a feel for what they've done in the past is a much better indicator than asking them any kind of like yes or no question. Patricia Sung 01:42 So we want to keep it open ended. Tell me about what you've done in the past. And you also want to leave your expectations out of your questions when you give leading questions. Like, I'm looking for someone who's really responsible. So tell me about a time you're really responsible, like, and then they know like, Okay, I should say this because she wants this, you want to leave that out. So that's why prepping your questions ahead of time is helpful. That way you can kind of eyeball like, Oh, I just told them what the answer is, when I said the question. So let me reword that a different way to get the
2. Transcribed by https://otter.ai - 2 - answer that I actually would like to hear from them. In their words, not me saying, Tell me this? No, like, Okay, I'll tell you that. That happens a lot. Patricia Sung 02:30 Then after you talk to them and gotten they're like, really, they should be doing most of the talking for most of the interview, at the end is when you will talk about your expectations, assuming that you think this person is a good fit. If you already know they're a good fit, just say to him, thank you for your time. And be done. Send them a note that says thanks so much. We are looking for something different, or, you know, it wasn't a good match, be honest. But just tell them it wasn't a good fit. If you feel like they might be a good fit, then then we time to say okay, this is what I'm looking for in this job. Does this feel like it's something doable? And no, like, most people are gonna say yes, to whatever you tell them they want to do, because they want the job. So just have that filter in mind that whenever you tell people that immediately they want to bid Yes, because they want the job. Patricia Sung 03:15 The more that you can set the expectation of like, I really want this to be a like open communication back and forth, then that's when they'll tell you that things might not fit exactly. And you might be able to work with those, it could turn out that maybe something you had on your must have list was really nice to have. Listen, you're okay with that. But you want to have that back and forth exchange with them to understand like, Is this really the best fit? Sometimes we just pick the first person because we need help, and we just want to be done with it. I'm like, I want to say nine times out of 10 No 10 times out of 10. Every time that turns into a giant disaster and it's not a good fit. When we just pick the first person that shows up. Usually things don't go well. Especially when we're like just pick somebody I need help. It always ends badly. Please don't do that. But once you've kind of like narrowed down, okay, I think it's going to be this person. I'm sorry, at the end of that interview, make sure you give them some kind of like, time that you expect some kind of follow up, like I'm trying to make my decision in a week, or I will let you know within two weeks, if it's the if you're the candidate or whatever, that way, you know, on both sides, what, what the expectation is. And then the most important thing though, is that I want you to follow your gut. If your gut says any kind of red flag or like, I don't know if it's gonna work, listen to your gut. It is not the right person. Keep looking, you will find the right person. Patricia Sung 04:43 Truly circle back to those questions you created at the beginning of what what matters most to you. What do you need from this person? And does that person fit those things? Before you offer them the job you'll also want to look for some references. Is there someone who can vouch for them and say, Yes, they've done a great job. Yes, there reliable Yes, they do what they say they're going to do. That is extremely important. And to make sure that those references are like quality references, sometimes people just put like their friends on the resume. So make sure it's some way to like, make sure that it's like the actual reference. And then next, when you're looking in this hiring process, do not hire yourself, do not hire yourself, you are now looking for somebody who is another version of you, you are looking for someone who is going to do all these things that you don't like doing that you don't want to do. So if you hire somebody who's like you guess what, they're also not going to want to do the things that you don't want to do. So you should be looking for somebody who is different than you, because they are filling in your weak spots, the things that you don't like doing the things you don't want to do. And
3. Transcribed by https://otter.ai - 3 - generally speaking, that person is probably going to be different than you because they like to do different things. Patricia Sung 05:55 So don't hire yourself, don't hire yourself, then the last thing is to make sure that you get everything in writing, even if this is an informal. Like an informal thing, you're not like hiring with a contract anything, at least have written down what the expectations are when they're going to be showing up. So like even like with our cleaning lady, like I confirmed via text message like this is the day are coming, this is what time you're coming. This is the how much we're gonna pay you so that both parties are on the same page. And there's never a way to come back and be like, Oh, no, you said you were gonna do this, or actually, I think I'm gonna come on this day or whatever the it is, when you have that in writing. It's very clear to go back and be like, actually, this is what we decided it's written right here. So it doesn't have to be necessarily like this really formal thing. But at least it it's written out. And both parties are like I said this. You didn't say then that this was not the right thing, right? Like, we want that, like clearness to be set ahead of time. Because one, it makes it less awkward for you as the employer. And then two, it also gives that person you're hiring confidence to know that they're getting into the same thing that you expect. And there's not this ambiguity of like, Whoa, I don't know, maybe it's something that like having that very clear makes both parties feel a lot more comfortable. And then things happen the way that you want to happen because you've been very clear from the start.