You’ve had some wins and you need some friends…
Finding the right talent is a constant pain point for business owners.
People can present beautifully in an interview and then show up on day one unable to do the very things they confidently claimed. Interviews are highlight reels, references are curated (and sometimes… creative) and resumes are written by AI. Spending the time at the hiring stage to get it right saves a world of headaches down the track.
Here are a few nuggets I’ve learnt along the way.
Start by knowing what matters in your industry and what you’re willing to teach. Look for transferable skills. Give candidates a real case study or a small task and bring them back for a second conversation to unpack it, it highlights that someone can follow instructions and you can gauge their quality of work.
Practice your interviewing skills. Have set questions. Don’t be afraid to end an interview early if it’s obvious the role isn’t right. If a candidate hasn’t researched the business or doesn’t understand the role, it’s OK to say, “Thanks for your time, we’ll end it here.”
Be upfront about expectations, frustrations, team personalities, and the realities of the role. Have detailed contracts, clear job descriptions, meaningful probation periods, and transparent milestones for progression and reward. Ensuring candidates truly understand the role and the organisation reduces early turnover and supports long-term retention.
Market outside of your industry, some of my best hires have often had little industry experience. Skills can be taught, attitude can’t. I can train someone to understand Government legislation and break down funding – I cannot train someone to be kind and compassionate.
Be flexible where you can, don’t underestimate what a motivated mum can accomplish from 9 to 3.