Bonus Episode: Intensives and Hiring

Leela Sinha: 00:00:02

Hey everyone, my name is Leela Sinha. I'm the

Leela Sinha: 00:00:04

founder and director of the Intensives Institute, where we

Leela Sinha: 00:00:07

help intensives do their absolute best with their

Leela Sinha: 00:00:10

absolute biggest. And today, what we're going to talk about

Leela Sinha: 00:00:14

is intensives, who are founders, who are hiring. Now, before I

Leela Sinha: 00:00:19

get started, I do want to say just one thing for intensives,

Leela Sinha: 00:00:22

who are looking to get hired. Just one thing. Do not take a

Leela Sinha: 00:00:28

bad fit position. Don't do it. You will probably undermine

Leela Sinha: 00:00:32

yourself more than you realize. And yes, I'm saying this from

Leela Sinha: 00:00:35

experience. So there are two possible reasons why you might

Leela Sinha: 00:00:40

ignore my advice. One is if you are, if it's for survival,

Leela Sinha: 00:00:47

absolutely. Survival first. Survival first. Survival first.

Leela Sinha: 00:00:50

The other is, if you're taking a job, as a career growth move, if

Leela Sinha: 00:00:56

you know you need this job to get into that job, and that job

Leela Sinha: 00:00:59

is going to be a great fit, but this one's not. That's cool.

Leela Sinha: 00:01:02

That's cool, that's fine. However, if you are doing a

Leela Sinha: 00:01:07

survival strategy kind of move, if you're doing a career growth

Leela Sinha: 00:01:10

strategy kind of move, give yourself a clear exit date, and

Leela Sinha: 00:01:13

a clear exit plan. Do not move the goalposts and do not be

Leela Sinha: 00:01:17

disappointed in yourself if you're not performing at peak,

Leela Sinha: 00:01:20

because you're not going to. If you're not engaging at peak,

Leela Sinha: 00:01:24

because you're not going to. If you're not over delivering the

Leela Sinha: 00:01:26

way you usually do, that's fine. This is just about getting to

Leela Sinha: 00:01:31

the next step, you are borrowing an expansive strategy. And when

Leela Sinha: 00:01:34

we borrow expansive strategies, we behave differently, we

Leela Sinha: 00:01:37

perform differently. And it's really important for us to cut

Leela Sinha: 00:01:40

ourselves slack and understand what's happening in the

Leela Sinha: 00:01:42

background, in order to allow us to do that borrowing. So give

Leela Sinha: 00:01:47

yourself a break, do what you got to do. Absolutely, I'm 100%

Leela Sinha: 00:01:50

in favor of you staying alive. However, recognize also the

Leela Sinha: 00:01:54

mental toll that it's going to take, to take a position that's

Leela Sinha: 00:01:57

not a great fit; a much greater mental toll on you than on an

Leela Sinha: 00:02:00

expansive. So make sure that if you're doing this, you're doing

Leela Sinha: 00:02:04

it for the right reasons, for a limited period of time, and with

Leela Sinha: 00:02:08

low expectations for yourself, other than the exact thing

Leela Sinha: 00:02:11

you're aiming at. Now, moving on. Thing number two, I need to

Leela Sinha: 00:02:21

say, is this video is primarily aimed at intensives, who are

Leela Sinha: 00:02:26

hiring teams who already have established organizations.

Leela Sinha: 00:02:29

However, if you are an intensive who is hiring, like your first

Leela Sinha: 00:02:33

person, like you probably think you need to hire a VA, you

Leela Sinha: 00:02:36

probably don't need to hire a VA, you probably need to hire

Leela Sinha: 00:02:38

someone different. That's a whole other thing I can talk

Leela Sinha: 00:02:41

about. But but if you're hiring your first person, take a look

Leela Sinha: 00:02:45

at this video, understand what it's saying. But don't expect

Leela Sinha: 00:02:48

all of it to apply to you because I really am talking to

Leela Sinha: 00:02:50

people who have larger organizations. And by larger, I

don't mean a lot larger: 00:02:53

three people, four people, five

don't mean a lot larger: 00:02:57

people, 20 people, those are all in this, in the right size

don't mean a lot larger: 00:03:00

range. But you got to start somewhere, you got to hire your

don't mean a lot larger: 00:03:04

first person sometime. And if you're not in a position to hire

don't mean a lot larger: 00:03:07

a whole team right away, if you aren't VC funded, if you aren't,

don't mean a lot larger: 00:03:10

Angel Investor funded, if there's not some kind of money

don't mean a lot larger: 00:03:14

backing you if you're not your own angel investor, you probably

don't mean a lot larger: 00:03:17

can't hire that many people until you get up and running.

don't mean a lot larger: 00:03:20

And so you're probably just looking for a little bit of

don't mean a lot larger: 00:03:22

support. And that is completely legitimate. In fact, intensives

don't mean a lot larger: 00:03:26

have to hire earlier than expansives do. Because while we

don't mean a lot larger: 00:03:30

are capable of doing a lot, there are a lot of things that

don't mean a lot larger: 00:03:33

bog us way down way earlier in the process than an expansive

don't mean a lot larger: 00:03:38

would find. So we end up hiring our first person earlier. But

don't mean a lot larger: 00:03:41

then sometimes because we are kind of jack of all trades

don't mean a lot larger: 00:03:44

types, we can fill in a lot of gaps and use software and our

don't mean a lot larger: 00:03:48

own skill set to get a lot further before we hire the rest

don't mean a lot larger: 00:03:52

of the team. However, when you're ready to hire the rest of

don't mean a lot larger: 00:03:56

the team- hello, people. Hello intensives. Hello intensives

don't mean a lot larger: 00:03:59

founders, I am talking to you. So it's time. You've been

don't mean a lot larger: 00:04:05

working your way along kind of bootstrapping kind of jury

don't mean a lot larger: 00:04:08

rigging and kind of figuring out how to get things going in your

don't mean a lot larger: 00:04:11

company, your company is rolling, you've got like enough

don't mean a lot larger: 00:04:14

steady income that you feel like you can reasonably hire somebody

don't mean a lot larger: 00:04:18

and pay you know, pay a whole team and expand. And that's

don't mean a lot larger: 00:04:23

super exciting and a little overwhelming. Or you already

don't mean a lot larger: 00:04:27

have done that right. You already have an established team

don't mean a lot larger: 00:04:29

and now you're ready to do the next layer of hiring, you're

don't mean a lot larger: 00:04:31

ready to hire a few more people to help the people that you have

don't mean a lot larger: 00:04:34

so that you can move even further into that CEO role into

don't mean a lot larger: 00:04:37

that visionary role into that direction-setting role and be

don't mean a lot larger: 00:04:40

less and less involved in the kind of nitty gritty and

don't mean a lot larger: 00:04:43

minutiae of running your business, while simultaneously

don't mean a lot larger: 00:04:47

hanging on to the stuff that makes you love your business

don't mean a lot larger: 00:04:50

because otherwise that's not going to be so helpful. So

don't mean a lot larger: 00:04:56

hiring other people. Where do you start? Number one, always,

don't mean a lot larger: 00:05:00

number one, especially if you're an intensive. And I'm gonna say

don't mean a lot larger: 00:05:03

that a lot. But I know there are some expansives out there who

don't mean a lot larger: 00:05:06

will be watching this video just to hear what I have to say,

don't mean a lot larger: 00:05:08

which is great. But especially if you're an intensive, know

don't mean a lot larger: 00:05:11

yourself, know yourself, know yourself, know yourself. We are

don't mean a lot larger: 00:05:15

incredibly powerful, we are incredibly charismatic most of

don't mean a lot larger: 00:05:18

the time. And it is critical that we know what our strengths,

don't mean a lot larger: 00:05:21

what our weaknesses are, and what our SIEF types are. So if

don't mean a lot larger: 00:05:24

you have not taken the Sinha Intensive-Expansive Framework

don't mean a lot larger: 00:05:26

assessment, I highly recommend that you do so. You go to

don't mean a lot larger: 00:05:30

intensivesinstitute.com/assessment. And just take that long form

don't mean a lot larger: 00:05:35

assessment on that page, and it'll email you your score back,

don't mean a lot larger: 00:05:39

you'll get a score from zero to 10. And like a little bit of a

don't mean a lot larger: 00:05:41

primer on what an intensive or an expansive is, in case you

don't mean a lot larger: 00:05:44

ended up here without knowing what an intensive or an

don't mean a lot larger: 00:05:47

expansive is. Intensives, very briefly, intensives are people

don't mean a lot larger: 00:05:51

who go like hell and rest, like the dead, who get really into

don't mean a lot larger: 00:05:54

things or not into things at all, don't really sit with small

don't mean a lot larger: 00:05:57

talk or pretty chaos-tolerant or pretty risk-tolerant usually,

don't mean a lot larger: 00:06:01

although that depends on our trauma history. Of course, other

don't mean a lot larger: 00:06:03

things can intersect. And expansives. At the other end of

don't mean a lot larger: 00:06:06

the spectrum are very chill, very mellow, very steady. They

don't mean a lot larger: 00:06:11

don't like surprises, they don't like novelty, particularly

don't mean a lot larger: 00:06:14

expansives tend to be very narrow in their emotional

don't mean a lot larger: 00:06:17

expression. So they're excited, but they'll just be like, "Oh,

don't mean a lot larger: 00:06:20

yay." And they'll be disappointed. And they'll be

don't mean a lot larger: 00:06:22

like, "Oh, that's too bad," right? And there's not much

don't mean a lot larger: 00:06:25

distance between those two things visually, or

don't mean a lot larger: 00:06:27

auditorially. Whereas for an intensive, it's like really big

don't mean a lot larger: 00:06:31

in either direction. So think about those two things. If you

don't mean a lot larger: 00:06:34

aren't familiar with the framework, go to

don't mean a lot larger: 00:06:36

intensivesinstitute.com. There are more resources there. Know

don't mean a lot larger: 00:06:40

yourself. Know which type you are. Of course, if you're here

don't mean a lot larger: 00:06:43

already, you probably already know you're an intensive. Know,

don't mean a lot larger: 00:06:46

your score, are you a nine, which is almost all the way at

don't mean a lot larger: 00:06:50

the top of the scale? Are you like giggling because you're

don't mean a lot larger: 00:06:53

really an 11, but my scale only goes to 10? Are you a six? Are

don't mean a lot larger: 00:06:57

you a seven? Like where are you in the intensiveness realm? Are

don't mean a lot larger: 00:07:01

you right on the line? Like do you sometimes test as a five and

don't mean a lot larger: 00:07:04

sometimes as a six? Figure that out. Because who you are and how

don't mean a lot larger: 00:07:11

you are is going to affect how you interact with everyone just

don't mean a lot larger: 00:07:14

like it's going to affect your people.Are you high or low

don't mean a lot larger: 00:07:17

tolerance? That's the next question. Are you high or low

don't mean a lot larger: 00:07:20

tolerance? And do you work well in expansive environments if

don't mean a lot larger: 00:07:23

you're an intensive? Do you work well with expansives, if you're

don't mean a lot larger: 00:07:25

an intensive? Or do you really need things to be intensive

don't mean a lot larger: 00:07:28

around you in order to give your best work? Either one is fine.

don't mean a lot larger: 00:07:32

I'm low intensive, I mean low tolerance, I work very well with

don't mean a lot larger: 00:07:37

intensives. Not usually as well with expansives unless I'm

don't mean a lot larger: 00:07:41

explaining intensiveness to them. But it really depends on

don't mean a lot larger: 00:07:45

who you are and how you are. Do you have any lingering,

don't mean a lot larger: 00:07:50

lingering squishedness? So if you're familiar with my work and

don't mean a lot larger: 00:07:53

my materials, my book is called Your Not Too Much. You can find

don't mean a lot larger: 00:07:57

it on Amazon. If you, if you have read my materials, you'll

don't mean a lot larger: 00:08:02

know that squishedness is something that I talk about in

don't mean a lot larger: 00:08:06

terms of taking on the societal message that our intensiveness

don't mean a lot larger: 00:08:10

is wrong. If you are continuing to feel like maybe you're a bad

don't mean a lot larger: 00:08:14

person, maybe you would be better if you just weren't so

don't mean a lot larger: 00:08:16

squished. I mean, if you weren't so intensive, if you're

don't mean a lot larger: 00:08:19

beginning to feel like you would be a better person, if you

don't mean a lot larger: 00:08:22

weren't so intensive. And if you could just get rid of it, that

don't mean a lot larger: 00:08:25

would be better. That squishedness, and that's going

don't mean a lot larger: 00:08:29

to affect you, because then you're going to be down on your

don't mean a lot larger: 00:08:31

own intensiveness as well as intensiveness in anyone else.

don't mean a lot larger: 00:08:34

And you're going to feel a combination of like admiration

don't mean a lot larger: 00:08:37

and resentment for expansives. So you want to make sure that

don't mean a lot larger: 00:08:40

you're working on your own embracing of your own

don't mean a lot larger: 00:08:44

intensiveness. Especially as you move into leadership, you can't

don't mean a lot larger: 00:08:46

afford to feel crappy about something that's just part of

don't mean a lot larger: 00:08:50

who you are, and how you work and part of your brilliance and

don't mean a lot larger: 00:08:53

part of your power. Like all of those things come from your

don't mean a lot larger: 00:08:56

intensiveness. So you can't just like, eh, oh, well, I guess I'm

don't mean a lot larger: 00:08:59

going to feel crappy about myself now.

don't mean a lot larger: 00:09:04

Next step, once you know yourself, you know whether

don't mean a lot larger: 00:09:07

you're squished, you know whether your tolerance level is

don't mean a lot larger: 00:09:09

high or low. Your next question is your work in general the kind

don't mean a lot larger: 00:09:15

of work that you do, does it require some measure of

don't mean a lot larger: 00:09:18

tempering that tempering is again a concept I talk about in

don't mean a lot larger: 00:09:20

my book. Tempering and, in my intro class, I have a video

don't mean a lot larger: 00:09:25

intro class if you prefer that, tempering is when we kind of

don't mean a lot larger: 00:09:30

pull back a little bit, but we do it intentionally. It's not

don't mean a lot larger: 00:09:33

because I think I'm wrong. It's because I know that if I'm going

don't mean a lot larger: 00:09:36

to accomplish my goal, I need to perform a little bit less

don't mean a lot larger: 00:09:40

intensively in the environment where I'm operating in that

don't mean a lot larger: 00:09:44

moment and then I can just take it off and feel fine about it

don't mean a lot larger: 00:09:47

when I leave that environment. So we're not taking on the moral

don't mean a lot larger: 00:09:50

judgment. We're just you know, making a strategic choice; again

don't mean a lot larger: 00:09:53

taking on a expansive of behaviors as a strategy is

don't mean a lot larger: 00:09:56

something that we can do frequently. So you want to know

don't mean a lot larger: 00:09:59

the kind of work you're doing. Does it require tempering in

don't mean a lot larger: 00:10:03

order to do that work well? Are you working in an environment

don't mean a lot larger: 00:10:05

where everyone else is expansive, for example? Or where

don't mean a lot larger: 00:10:08

the process is just really slow and detail oriented? Does the

don't mean a lot larger: 00:10:12

work actually just need an expansive? Like, you're not

don't mean a lot larger: 00:10:15

going to hire an intensive, you're going to hire an

don't mean a lot larger: 00:10:17

expansive that might be your best solution. What is the SIEF

don't mean a lot larger: 00:10:21

type of your company? That's the third question. So the SIEF type

don't mean a lot larger: 00:10:24

of your company, all of our organizations and institutions,

don't mean a lot larger: 00:10:27

collections of people, have a SIEF type, just like individuals

don't mean a lot larger: 00:10:31

do. So if you have a company, you can kind of sit and consider

don't mean a lot larger: 00:10:35

like, how does your company handle rapid change? How does

don't mean a lot larger: 00:10:39

your company handle rapid growth? How does your company

don't mean a lot larger: 00:10:42

handle steadiness? How does your company handle predictability?

don't mean a lot larger: 00:10:46

Does it sort of lose its energy? Or does it move forward? And

don't mean a lot larger: 00:10:49

this is not necessarily the average of all the people

don't mean a lot larger: 00:10:51

working with you, this is its own thing. It's purely about the

don't mean a lot larger: 00:10:56

essence of your company or the spirit of your company. Is your

don't mean a lot larger: 00:10:59

company intensive or expansive? So again, does your work require

don't mean a lot larger: 00:11:06

tempering? Does it just require an expansive does, does this

don't mean a lot larger: 00:11:09

kind of work require expansiveness? What type is your

don't mean a lot larger: 00:11:13

company? Those are really important things to know. In

don't mean a lot larger: 00:11:17

this situation, the trap is going to be hiring an intensive

don't mean a lot larger: 00:11:22

because you feel seen and heard and understood even though what

don't mean a lot larger: 00:11:24

you needed was an expansive. And the zap, the good thing, is

don't mean a lot larger: 00:11:28

hiring an intensive because you need another intensives around

don't mean a lot larger: 00:11:31

here to do stuff you're not doing or hiring an expansive

don't mean a lot larger: 00:11:34

because you know no intensive is going to do this for more than

don't mean a lot larger: 00:11:37

10 minutes before they get tired of it. So now we're gonna move

don't mean a lot larger: 00:11:42

on to the particular job. This particular job that you're

don't mean a lot larger: 00:11:48

hiring for, does it need an intensive or an expansive? Does

don't mean a lot larger: 00:11:53

it need somebody who's super visionary? Does it need somebody

don't mean a lot larger: 00:11:56

who's super organized? Does it need somebody who's super detail

don't mean a lot larger: 00:12:00

oriented? Does it need somebody who's very creative, who's good

don't mean a lot larger: 00:12:04

on their feet, who thinks well in chaos? Do you need an

don't mean a lot larger: 00:12:09

intensive or an expansive? And also consider, especially if

don't mean a lot larger: 00:12:11

you're a high level intensive, if you're an intensive, who's at

don't mean a lot larger: 00:12:14

the 9 to 10 end of the scale, it's possible that what you need

don't mean a lot larger: 00:12:17

is another intensive but someone who is significantly more

don't mean a lot larger: 00:12:20

expansive than you. So if you're a nine, you might need a six,

don't mean a lot larger: 00:12:23

somebody who has more than two numbers separate from you.

don't mean a lot larger: 00:12:25

Usually that gap indicates that you're going to have a

don't mean a lot larger: 00:12:28

challenge. But it also indicates that you have different skill

don't mean a lot larger: 00:12:30

sets that you have different strengths. And that can be a

don't mean a lot larger: 00:12:32

real benefit. So consider that it's possible that what you need

don't mean a lot larger: 00:12:37

is an intensive, just not as intensive as you. Does this

don't mean a lot larger: 00:12:41

require someone who's high or low tolerance? Are they going to

don't mean a lot larger: 00:12:44

have to interact with clients who are really expansive? Are

don't mean a lot larger: 00:12:46

they going to have to interact with clients who are really

don't mean a lot larger: 00:12:49

intensive? Are they going to have to interact with a lot of

don't mean a lot larger: 00:12:52

like data and numbers and spreadsheets and exacting

don't mean a lot larger: 00:12:55

things? Or not? Does it require tempering? When it interacts

don't mean a lot larger: 00:13:00

with those people, you know, what, what are those people's

don't mean a lot larger: 00:13:04

needs? Do those people need to be treated with the particular

don't mean a lot larger: 00:13:08

kind of gentle, like low energy, even tempered expansiveness? Or

don't mean a lot larger: 00:13:14

are the people that they're handling, maybe they do need to

don't mean a lot larger: 00:13:17

be treated with white gloves? But maybe it's a more of a high

don't mean a lot larger: 00:13:19

intensity, like, oh, I'm right on it. I got you. Yes,

don't mean a lot larger: 00:13:22

absolutely, ma'am. Right, so, so consider what the needs are of

don't mean a lot larger: 00:13:27

the people that they'll be interacting with. If this person

don't mean a lot larger: 00:13:29

is going to interact directly with you, I can tell you right

don't mean a lot larger: 00:13:32

now, they need to be high-tolerance. Because they're

don't mean a lot larger: 00:13:36

interacting with you, and you're an intensive, that's why you're

don't mean a lot larger: 00:13:38

here. And they're going to need to be very capable of holding

don't mean a lot larger: 00:13:44

that line. So you're gonna say, Oh, my God, I just got this

don't mean a lot larger: 00:13:48

great idea, we're gonna go running off in this other

don't mean a lot larger: 00:13:50

direction. And they're going to need to have both the authority

don't mean a lot larger: 00:13:52

and the permission, as well as the skill to say,

don't mean a lot larger: 00:13:59

I understand that you're really excited about this. And here's

don't mean a lot larger: 00:14:01

what we need to do first, and you're going to need to be able

don't mean a lot larger: 00:14:03

to respect them in that counterbalancing. So make sure

don't mean a lot larger: 00:14:07

it's somebody that you can do that with. The trap in this, is

don't mean a lot larger: 00:14:11

believing that you need and can hire someone who is both. Who is

don't mean a lot larger: 00:14:17

a little bit of a SIEF nine and a little bit of a SIEF two, like

don't mean a lot larger: 00:14:19

really visionary and, and dynamic but with great

don't mean a lot larger: 00:14:22

organizational skills. No, no. I mean, you might find great

don't mean a lot larger: 00:14:29

organizational skills in an intensive, if that's what they

don't mean a lot larger: 00:14:32

turn their intensiveness toward. But you're not going to find

don't mean a lot larger: 00:14:37

someone who's a little bit of a nine and a little bit of a two.

don't mean a lot larger: 00:14:40

So if you if you think that it's better to have like all the

don't mean a lot larger: 00:14:46

things you need mashed into one job because one hiring seems

don't mean a lot larger: 00:14:49

better than two hiring, especially if you're dealing

don't mean a lot larger: 00:14:51

with small numbers of hours. Let me tell you right now that's not

don't mean a lot larger: 00:14:54

true. The trap is trying to hire one person for that job, the zap

don't mean a lot larger: 00:15:00

is splitting that job into two, so you can hire one of each and

don't mean a lot larger: 00:15:03

every one will be happy. So then you're going to hire a nine for

don't mean a lot larger: 00:15:08

a few hours and a two for a few hours. And they're each going to

don't mean a lot larger: 00:15:11

get to do the thing they're brilliant at and neither of them

don't mean a lot larger: 00:15:13

is going to be stressed out all the time, low level, just

don't mean a lot larger: 00:15:16

background noise stressed out, because even if they can do the

don't mean a lot larger: 00:15:19

other thing, it's really hard for them to do it. Okay, so

don't mean a lot larger: 00:15:25

we've gotten to the point where we understand the job we

don't mean a lot larger: 00:15:27

understand the needs, we understand the requirements,

don't mean a lot larger: 00:15:30

it's time to write the description and the application.

don't mean a lot larger: 00:15:33

So first of all, your application form should not be

don't mean a lot larger: 00:15:35

generic ever. There's no... there shouldn't... just don't.

don't mean a lot larger: 00:15:40

It should cater toward both the job and the SIEF type that

don't mean a lot larger: 00:15:44

you're trying to attract. From here on, you are both judging

don't mean a lot larger: 00:15:47

and being judged. You start setting cultural expectations

don't mean a lot larger: 00:15:50

for how your company operates here. So make the job

don't mean a lot larger: 00:15:57

description and application and process appeal to the right kind

don't mean a lot larger: 00:16:01

of person, if you know you're hiring an intensive, keep in

don't mean a lot larger: 00:16:04

lots of novelty and excitement and sparkle. And it's okay to

don't mean a lot larger: 00:16:08

surprise them. And it's okay to like do something wild a little

don't mean a lot larger: 00:16:12

bit. If you know you're trying to attract an expansive don't do

don't mean a lot larger: 00:16:15

that. They're just gonna feel weird and uncomfortable. And

don't mean a lot larger: 00:16:19

then they're not going to want to work for you. And they're not

don't mean a lot larger: 00:16:20

going to know why. Because the job description looks right,

don't mean a lot larger: 00:16:22

what you're looking for for an expansive is an experience that

don't mean a lot larger: 00:16:25

steady and reliable and predictable with lots of

don't mean a lot larger: 00:16:28

information, here's what to expect. And then you do exactly

don't mean a lot larger: 00:16:31

what you told them to expect. Because that makes an expansive,

don't mean a lot larger: 00:16:35

feel supported, that makes an expansive feel secure. So you

don't mean a lot larger: 00:16:39

want to make sure that whichever one you're hiring, your hiring

don't mean a lot larger: 00:16:43

process is turned toward that kind of person, that SIEF type.

don't mean a lot larger: 00:16:48

So if you're looking for intensives, and you get their

don't mean a lot larger: 00:16:51

attention, they start to you know, who's hiring who's

don't mean a lot larger: 00:16:54

interested, you get their attention, you got to keep them

don't mean a lot larger: 00:16:56

engaged with novelty with, you know, even automated emails, but

don't mean a lot larger: 00:17:00

automated emails that make them feel like like they should stay

don't mean a lot larger: 00:17:04

around, like they should stay involved through the process.

don't mean a lot larger: 00:17:07

And of course, you want the process to be as fast and

don't mean a lot larger: 00:17:10

streamlined as possible. That's just, that's just kinder to

don't mean a lot larger: 00:17:13

everybody, no matter what kind of person you're engaging. If

don't mean a lot larger: 00:17:16

you're hiring an expansive, give them lots and lots of

don't mean a lot larger: 00:17:19

information about the process, what to expect, give them time

don't mean a lot larger: 00:17:22

and space to digest it slowly. Give them checklists, give them

don't mean a lot larger: 00:17:27

spreadsheets, give them things that make it feel like

don't mean a lot larger: 00:17:29

everything is planned and everything is organized. This

don't mean a lot larger: 00:17:32

might be really hard, you might actually have to hire a

don't mean a lot larger: 00:17:34

contractor, just quickly, to help you create that experience.

don't mean a lot larger: 00:17:41

Or you can hire me to consult, I'll give you a little more

don't mean a lot larger: 00:17:44

information about that at the end. But you really want to make

don't mean a lot larger: 00:17:47

sure that you're creating this nurturing safe environment for

don't mean a lot larger: 00:17:51

an expansive, and this stimulating, engaging

don't mean a lot larger: 00:17:53

environment for an intensive.

don't mean a lot larger: 00:17:56

Do not lie about who you are, like, don't lie about your

don't mean a lot larger: 00:17:59

company, don't lie about yourself. But do make it

don't mean a lot larger: 00:18:02

welcoming for the people that you want. While simultaneously

don't mean a lot larger: 00:18:06

not lying about who you are. And benefits should follow types

don't mean a lot larger: 00:18:10

too. So as you're thinking about, you know what kind of

don't mean a lot larger: 00:18:12

benefits you're going to give this person, even if they're

don't mean a lot larger: 00:18:14

part time, intensives like a lot of flexibility, expansives like

don't mean a lot larger: 00:18:17

a lot of rhythm and a lot of routine. So you're gonna want to

don't mean a lot larger: 00:18:22

have a conversation with them, or just think ahead. And when

don't mean a lot larger: 00:18:25

you're thinking about what kinds of things to offer them, make

don't mean a lot larger: 00:18:27

sure you're offering them things that are appropriate to their

don't mean a lot larger: 00:18:30

SIEF type. Because, you know, and there are some variations

don't mean a lot larger: 00:18:34

intensives who have to be out at three to pick up their kid will

don't mean a lot larger: 00:18:38

have to have a regular schedule of being out at three to pick up

don't mean a lot larger: 00:18:40

their kid. But intensives and expansives, both are going to

don't mean a lot larger: 00:18:45

give you better work if they're in a better supported

don't mean a lot larger: 00:18:49

environment. And so you're gonna want to think about like, what

don't mean a lot larger: 00:18:52

kinds of things will keep an intensive engaged, what kinds of

don't mean a lot larger: 00:18:55

projects will keep an intensive engaged, what kinds of things

don't mean a lot larger: 00:18:58

will keep an expansive, feeling steady, and at ease so that they

don't mean a lot larger: 00:19:03

can do their best work. Because you really want out of whoever

don't mean a lot larger: 00:19:06

you hire, you really want their best work in as little stress as

don't mean a lot larger: 00:19:09

possible. So the trap here is pretending you're someone you're

don't mean a lot larger: 00:19:14

not or setting up a process that encourages applicants to pretend

don't mean a lot larger: 00:19:17

that they're someone they're not. So you want to make sure

don't mean a lot larger: 00:19:20

that you're clear about who you're looking for, but that

don't mean a lot larger: 00:19:22

you're never shaming someone for not being that person. You want

don't mean a lot larger: 00:19:26

to make sure that your process is like this is who we would

don't mean a lot larger: 00:19:28

love to see these are the qualifications we would love to

don't mean a lot larger: 00:19:31

see. These are the qualifications that are like you

don't mean a lot larger: 00:19:34

know, they're nice to have, we don't absolutely have to have

don't mean a lot larger: 00:19:37

them. The more clear you are and the more consistent you are no

don't mean a lot larger: 00:19:42

matter who you're selling to- because you're selling yourself

don't mean a lot larger: 00:19:45

right? No matter who you're selling, presenting yourself and

don't mean a lot larger: 00:19:49

this position to the more clear and consistent you are about

don't mean a lot larger: 00:19:53

what you say about what you're offering, the better off you'll

don't mean a lot larger: 00:19:56

be. The zap is setting up a process and atmosphere that

don't mean a lot larger: 00:20:00

encourages people to be honest about what environments and

don't mean a lot larger: 00:20:03

supports they need. Everybody knows Oh, I work better in

don't mean a lot larger: 00:20:06

silence Oh, I work better with music. Oh, I've worked better

don't mean a lot larger: 00:20:08

when people can just drop in and talk to me, Oh, I work better

don't mean a lot larger: 00:20:10

when I'm completely undisturbed; encourage people to be honest

don't mean a lot larger: 00:20:15

about what they need, make it clear that there's some

don't mean a lot larger: 00:20:18

flexibility in your company, about meeting those needs. And

don't mean a lot larger: 00:20:21

then you can seriously consider as part of the process, you can

don't mean a lot larger: 00:20:25

seriously consider whether you can include those as part of

don't mean a lot larger: 00:20:28

shaping the role. If you're going to need them to be like

don't mean a lot larger: 00:20:31

right on with something, tell them that; if you're going to

don't mean a lot larger: 00:20:34

have a lot of space for them to kind of create their own

don't mean a lot larger: 00:20:36

structure, their own role, tell them that. And if you need them

don't mean a lot larger: 00:20:41

to be responsive to your own intensiveness, tell them that

don't mean a lot larger: 00:20:44

and tell them, especially if you're working with an

don't mean a lot larger: 00:20:46

expansive, you want to make sure you set a container around the

don't mean a lot larger: 00:20:49

chaos as much as possible. Like if you need to brain dump to

don't mean a lot larger: 00:20:53

your person, periodically, you can let them know that like,

don't mean a lot larger: 00:20:57

okay, every Wednesday morning, we're gonna have a brain dump

don't mean a lot larger: 00:21:00

meeting. So don't, I'm not expecting you to like come to

don't mean a lot larger: 00:21:03

the meeting and take notes, we're going to record it, I'm

don't mean a lot larger: 00:21:05

going to make sure you get the transcript afterwards. And what

don't mean a lot larger: 00:21:08

I want you to do is be a sounding board for me so that my

don't mean a lot larger: 00:21:11

best ideas can come out because I'm a verbal processor. Which is

don't mean a lot larger: 00:21:13

very different from Oh, I had these six ideas, and we're going

don't mean a lot larger: 00:21:16

to execute them all, which is where an expansive goes with a

don't mean a lot larger: 00:21:19

brain dump. If they don't have other information. They're like,

don't mean a lot larger: 00:21:22

oh, no, I have to keep track of all this. And I have to make all

don't mean a lot larger: 00:21:24

this happen. And how is that going to work? It's not and

don't mean a lot larger: 00:21:27

that's fine. It's actually fine. But you need to tell them. Okay,

don't mean a lot larger: 00:21:34

so you put out the job description, you put out the

don't mean a lot larger: 00:21:37

application, the application makes as much sense as it can

don't mean a lot larger: 00:21:41

and you know, job applications are always a little weird. But

don't mean a lot larger: 00:21:44

it asks questions that are relevant, it doesn't ask

don't mean a lot larger: 00:21:46

questions that are not relevant. It invites people to tell their

don't mean a lot larger: 00:21:50

story in such a way that that they can fill in the blanks.

don't mean a lot larger: 00:21:54

This is especially important if you're trying to hire an

don't mean a lot larger: 00:21:56

intensive. If you're trying to hire an expansive, what you want

don't mean a lot larger: 00:22:00

to do instead is give them a lot of structure, give them a lot of

don't mean a lot larger: 00:22:04

clear questions, bullet points, lists, how many of this do you

don't mean a lot larger: 00:22:07

want, that kind of stuff will really help an expansive move

don't mean a lot larger: 00:22:11

through the process. An intensive will probably give you

don't mean a lot larger: 00:22:14

less predictable information unless they have really clear

don't mean a lot larger: 00:22:17

instructions. So if you need something really predictable, if

don't mean a lot larger: 00:22:20

you need like your last three employers, ask for your last

don't mean a lot larger: 00:22:23

three employers. But if you don't need that, don't ask for

don't mean a lot larger: 00:22:26

it, ask for the stuff that you really need, it's really going

don't mean a lot larger: 00:22:28

to help you make the right decision. And it's going to help

don't mean a lot larger: 00:22:31

them make the right decision. Now the interview.

don't mean a lot larger: 00:22:37

When you go into an interview, at that point, you're really

don't mean a lot larger: 00:22:41

discerning for fit, you want to see if this person is going to

don't mean a lot larger: 00:22:45

be able to do the job, you want to see if this person is going

don't mean a lot larger: 00:22:48

to be, you want to, you want to explore together, find out

don't mean a lot larger: 00:22:51

whether this role has enough in common with this person. And

don't mean a lot larger: 00:22:56

this person has enough in common with this role, that you want

don't mean a lot larger: 00:22:58

them in that role, that they'll be able to meet your needs in

don't mean a lot larger: 00:23:01

that role. And it might be that the job shifts a little bit if

don't mean a lot larger: 00:23:05

you find someone who's really brilliant, but doesn't have like

don't mean a lot larger: 00:23:08

a little of this or little of that you might be able to think

don't mean a lot larger: 00:23:10

of ways that you can shift the position, even in the process of

don't mean a lot larger: 00:23:15

the interview and selection process. So have some questions

don't mean a lot larger: 00:23:20

that will help you determine what the person's strengths are

don't mean a lot larger: 00:23:22

and whether they'll match the role. And you can ease back a

don't mean a lot larger: 00:23:26

little on SIEF type, you may have had them take the

don't mean a lot larger: 00:23:28

assessment, do not do not do not do not use the assessment as a

don't mean a lot larger: 00:23:34

gatekeeping tool, don't have them take the assessment first.

don't mean a lot larger: 00:23:38

And then and then decide who you're going to interview based

don't mean a lot larger: 00:23:41

on their assessment scores. The assessment is a very coarse

don't mean a lot larger: 00:23:44

tool. Instead, you want to use it as a way of exploring how

don't mean a lot larger: 00:23:48

this person might work and how this person might fit in with

don't mean a lot larger: 00:23:50

your institution or how they might not or what they might be

don't mean a lot larger: 00:23:53

able to do that you hadn't imagined. So don't use it as a

don't mean a lot larger: 00:23:56

gatekeeping tool, use it as information as you're going into

don't mean a lot larger: 00:23:59

the interview. You're probably going to be tempted to say "oh,

don't mean a lot larger: 00:24:09

well you're an expansive so I don't really want to consider

don't mean a lot larger: 00:24:11

this candidate" but don't do it. If they made it as far as the

don't mean a lot larger: 00:24:14

interview if they made it past the application process and all

don't mean a lot larger: 00:24:16

of that there's something you liked about them. So keep them

don't mean a lot larger: 00:24:20

in the queue and see what you need to do. See what they have

don't mean a lot larger: 00:24:25

see why it is that you were really attracted to them or they

don't mean a lot larger: 00:24:27

were really attracted to you or both. At this point type is less

don't mean a lot larger: 00:24:31

important than actual fit. Type is a tool and you hit this point

don't mean a lot larger: 00:24:34

where like their type is less important to their ability to do

don't mean a lot larger: 00:24:39

the job than their actual ability to do the job. Know what

don't mean a lot larger: 00:24:43

qualities you would have to see in say an expansive to hire them

don't mean a lot larger: 00:24:47

for a role that you think you want an intensive for or vice

don't mean a lot larger: 00:24:49

versa. Know, oh yeah well, the reason I think this is an

don't mean a lot larger: 00:24:52

intensive role is because they have to do a lot of management

don't mean a lot larger: 00:24:58

of kind of chaotic situations. So if somebody does great in

don't mean a lot larger: 00:25:02

chaotic situations, even though they're an expansive, then maybe

don't mean a lot larger: 00:25:06

I would hire them anyway, because it'd be awesome to have

don't mean a lot larger: 00:25:09

somebody in this role, who's really good at organization for

don't mean a lot larger: 00:25:11

a variety of other reasons. And that's something we usually find

don't mean a lot larger: 00:25:14

in expansives. No game playing. No gotchas. I shouldn't even

don't mean a lot larger: 00:25:18

have to say this. But somehow, we still live in a world where

don't mean a lot larger: 00:25:21

this is something that needs to be said. Be kind, this is not an

don't mean a lot larger: 00:25:24

adversarial process. This is not like you jockeying with them.

don't mean a lot larger: 00:25:27

This is not about how much work you can get for how little money

don't mean a lot larger: 00:25:30

this is not about how you can force someone to like, live up

don't mean a lot larger: 00:25:36

to their potential. You're an intensive, you understand people

don't mean a lot larger: 00:25:42

intuitively, usually. You can be shrewd, you can be mean, don't

don't mean a lot larger: 00:25:48

do it. You don't need to, you don't need to, it doesn't get

don't mean a lot larger: 00:25:51

you better employees, it doesn't build a better company culture.

don't mean a lot larger: 00:25:53

And if you establish that at the interview, you're stuck with it.

don't mean a lot larger: 00:25:58

Don't do it. Be nice. Be kind. Watch for hesitations that are

don't mean a lot larger: 00:26:03

consistent with one type or another. So if you're not sure,

don't mean a lot larger: 00:26:06

if this person is true to type, or if they're, if they're,

don't mean a lot larger: 00:26:11

you're kind of considering them across type, or if you're not

don't mean a lot larger: 00:26:13

sure, for some reason, what their type is. Maybe they like

don't mean a lot larger: 00:26:17

maybe they came back with a high SIEF score, but a low

don't mean a lot larger: 00:26:21

reliability score. Watch for hesitations that are consistent

don't mean a lot larger: 00:26:25

with one type or another. So are they really visionary? Do they

don't mean a lot larger: 00:26:28

get really excited about new creative ideas? Are they very

don't mean a lot larger: 00:26:31

planful? Do they say, Oh, well, yeah, I am. I have 16

don't mean a lot larger: 00:26:35

spreadsheets, and that's how I run my life. Are they really

don't mean a lot larger: 00:26:37

steady? Do they get inspired really easily do they like go

don't mean a lot larger: 00:26:41

down a rabbit hole with you for 15 minutes? Know what you need.

don't mean a lot larger: 00:26:44

And keep that in mind, one way or the other. Of course, if you

don't mean a lot larger: 00:26:49

like them, and they're not a fit, tell them as soon as

don't mean a lot larger: 00:26:52

possible, but also keep their name on file. And if they're

don't mean a lot larger: 00:26:54

amazing, super consider creating a role for them. You're an

don't mean a lot larger: 00:26:57

intensive founder, that is something you're really good at.

don't mean a lot larger: 00:27:00

And you don't want to let go of somebody who would be great in

don't mean a lot larger: 00:27:03

your company. Just make sure that it's they would be great in

don't mean a lot larger: 00:27:06

your company, and not you just really enjoyed talking to an

don't mean a lot larger: 00:27:09

intensive. And that's why the interview went three hours. Do

don't mean a lot larger: 00:27:14

not give anyone a final decision until you sleep on it.

don't mean a lot larger: 00:27:17

Intensives, we love love love to make our gut decisions. And you

don't mean a lot larger: 00:27:20

probably will have made a gut decision by the time you've

don't mean a lot larger: 00:27:22

wrapped your last interview. But don't give anyone a decision

don't mean a lot larger: 00:27:26

until you've slept on it like go from your gut. If you meet with

don't mean a lot larger: 00:27:29

somebody who's absolutely perfect, and you can't imagine a

don't mean a lot larger: 00:27:32

better candidate, then cancel the rest of your interviews. And

don't mean a lot larger: 00:27:37

then hire them.

don't mean a lot larger: 00:27:39

Because what you want to do is make sure that you're deeply in

don't mean a lot larger: 00:27:43

integrity through this whole process, or you're going to feel

don't mean a lot larger: 00:27:46

crappy about it every time you look at this person. And that's

don't mean a lot larger: 00:27:48

not a great way to go to work. The trap is loving the way you

don't mean a lot larger: 00:27:54

click with the other person so much that you forget what you're

don't mean a lot larger: 00:27:56

hiring for, and you hire the wrong person. And the zap is

don't mean a lot larger: 00:27:59

finding someone you feel good about who also has all the

don't mean a lot larger: 00:28:02

qualities you need. And that sometimes will take two rounds,

don't mean a lot larger: 00:28:07

sometimes it'll take, you know, creative readjustment of the of

don't mean a lot larger: 00:28:11

the materials of the job description in the posting and

don't mean a lot larger: 00:28:14

the application materials. But make sure that you do the work

don't mean a lot larger: 00:28:17

that you need for a good fit. The same way I said at the very

don't mean a lot larger: 00:28:19

beginning, that intensives looking for jobs shouldn't

don't mean a lot larger: 00:28:22

accept a bad fit except for a very narrow range of strategic

don't mean a lot larger: 00:28:25

reasons, you should not accept a bad fit either. It's better to

don't mean a lot larger: 00:28:29

hobble along for another two months and redo your search,

don't mean a lot larger: 00:28:32

than it is to end up with the wrong person in your company.

don't mean a lot larger: 00:28:36

Getting the wrong person out of a company when it's early

don't mean a lot larger: 00:28:38

stages, and when they're very embedded is really hard. And you

don't mean a lot larger: 00:28:43

don't want to have to do it. So of course you still have to

don't mean a lot larger: 00:28:48

accept the risk that perhaps something will go wrong,

don't mean a lot larger: 00:28:53

perhaps. But we don't want to encourage it to go wrong. So if

don't mean a lot larger: 00:28:58

you meet with everybody, and you don't find a fit, try again,

don't mean a lot larger: 00:29:03

redesign things, tweak things. Again, you can hire me to

don't mean a lot larger: 00:29:07

consult if you've gone through one search and it's failed.

don't mean a lot larger: 00:29:10

That's a great time to bring me in if you didn't bring me in

don't mean a lot larger: 00:29:12

initially. And we can figure out what you need to do to make your

don't mean a lot larger: 00:29:16

job posting and your work more appealing to the right people.

don't mean a lot larger: 00:29:22

If you go through it twice, and you're still having trouble, it

don't mean a lot larger: 00:29:25

might be you. And that's when it's a great time to do a one on

don't mean a lot larger: 00:29:29

one consult with me or, or just to go to your therapist and talk

don't mean a lot larger: 00:29:32

to your therapist about it. See if there's stuff under there

don't mean a lot larger: 00:29:34

that's keeping you from letting go of control, keeping you from

don't mean a lot larger: 00:29:40

engaging in a collaborative process with someone else, you

don't mean a lot larger: 00:29:43

know, figuring out what's going on. And finally, I'm going to

don't mean a lot larger: 00:29:48

talk a little bit about onboarding even though that's

don't mean a lot larger: 00:29:50

not technically part of the hiring process, because it's so

don't mean a lot larger: 00:29:53

critical. Again, you want to tailor the onboarding to the

don't mean a lot larger: 00:29:59

type, you want to give expansives lots of room to

don't mean a lot larger: 00:30:01

adjust, and lots of paperwork to read at home to get them up to

don't mean a lot larger: 00:30:05

speed. You want to give them formal meetings and get

don't mean a lot larger: 00:30:08

togethers to meet the team, you want to be really clear about

don't mean a lot larger: 00:30:10

the expectations, especially at the beginning, don't give them a

don't mean a lot larger: 00:30:13

lot of wiggle room just be like, "Okay, so, so we're just going

don't mean a lot larger: 00:30:16

to start you out here and here and here," and then set up a

don't mean a lot larger: 00:30:19

meeting at which you're going to exchange feedback after the

don't mean a lot larger: 00:30:23

first couple of weeks; not very long, just long enough for them

don't mean a lot larger: 00:30:27

to have felt what works and what doesn't work to get to know some

don't mean a lot larger: 00:30:29

people. Expansives are less likely to give you feedback

don't mean a lot larger: 00:30:32

spontaneously, so you want to make sure you create structures

don't mean a lot larger: 00:30:35

for that; they're less likely to go outside what they understand

don't mean a lot larger: 00:30:39

to be the expectation. So make sure you set up whatever you

don't mean a lot larger: 00:30:42

need from them as an expectation and create a space for it.

don't mean a lot larger: 00:30:46

Intensives need enough meaty intrigue to get them engaged and

don't mean a lot larger: 00:30:49

keep them excited, especially if there's any kind of lag between

don't mean a lot larger: 00:30:52

the interview and the onboarding. Lots of learn as you

don't mean a lot larger: 00:30:56

go, hands on, engaged kinds of learning is great. Not a lot of

don't mean a lot larger: 00:31:01

consequences for mistakes. If you teach them that they can't

don't mean a lot larger: 00:31:04

make mistakes, they won't take risks. And if they don't take

don't mean a lot larger: 00:31:06

risks, they're not going to bring their best. So make sure

don't mean a lot larger: 00:31:09

that there's a buffer system, you know, if they're gonna make

don't mean a lot larger: 00:31:12

mistakes, and that they can't send them live to the client,

don't mean a lot larger: 00:31:14

for example, then make sure that their deadlines are like a week

don't mean a lot larger: 00:31:18

before the client deadline so that they can share with you and

don't mean a lot larger: 00:31:22

and really give themselves the space to, to make that mistake,

don't mean a lot larger: 00:31:27

and then still have recovery time. Let them meet and chat

don't mean a lot larger: 00:31:30

with people in their own way. But make the opportunities easy

don't mean a lot larger: 00:31:33

for them create spaces where they can interact or where they

don't mean a lot larger: 00:31:36

can bump into people, or where they can just spontaneously

don't mean a lot larger: 00:31:38

message people. Send out some bios, this is probably good for

don't mean a lot larger: 00:31:42

everybody; send out some bios. So everybody kind of has some

don't mean a lot larger: 00:31:45

place to start. Sometimes it's really hard to start a

don't mean a lot larger: 00:31:47

conversation, especially if you're an intensive and you

don't mean a lot larger: 00:31:49

don't know if the other people will have anything in common

don't mean a lot larger: 00:31:51

with you. The audit for an onboarding process. Auditing an

don't mean a lot larger: 00:31:58

onboarding process probably takes only like an hour when we

don't mean a lot larger: 00:32:01

are auditing just for SIEF type. But it can make a huge

don't mean a lot larger: 00:32:04

difference in the in the arrival experience and in the the

don't mean a lot larger: 00:32:09

attitude that people have the experience, the initial

don't mean a lot larger: 00:32:11

experience that people have, the first impression they have of

don't mean a lot larger: 00:32:14

your organization. So absolutely, I can be hired for

don't mean a lot larger: 00:32:18

that as well. And then they're there. And then they're on your

don't mean a lot larger: 00:32:22

team, and then you can start to hand stuff over to them. And

don't mean a lot larger: 00:32:25

then you might need to work on handing stuff over to them. I

don't mean a lot larger: 00:32:28

know I always have trouble letting go of stuff. But when I

don't mean a lot larger: 00:32:30

do, it's such a relief when I just hand it to someone else.

don't mean a lot larger: 00:32:32

I'm like, this is your job. I don't have to think about it

don't mean a lot larger: 00:32:35

anymore. So just briefly, thank you for hanging out with me.

don't mean a lot larger: 00:32:44

to hire well, it's so important to hire well. And I think it's a

don't mean a lot larger: 00:32:49

process that often gets badly neglected. Getting the

don't mean a lot larger: 00:32:51

candidates in the door is something that, you know,

don't mean a lot larger: 00:32:55

there's an entire recruiting industry out there for it. But

don't mean a lot larger: 00:32:58

once the candidates are in the door, are you really handling it

don't mean a lot larger: 00:33:00

well? Are you really making sure you're bringing in the right

don't mean a lot larger: 00:33:02

candidates? Are you really going through the process in a way

don't mean a lot larger: 00:33:05

that's supportive for them. So thank you, thank you for

don't mean a lot larger: 00:33:08

considering all of that, in addition to all of the

don't mean a lot larger: 00:33:10

everything else that runs your company. If you want to hire me,

don't mean a lot larger: 00:33:15

I have a package on my website, which I'll put the link in the

don't mean a lot larger: 00:33:18

comments. It's a five session package we do. We do a getting

don't mean a lot larger: 00:33:27

to know you, I need to know your company. If I already know your

don't mean a lot larger: 00:33:29

company, we might be able to skip that one. Job Description,

don't mean a lot larger: 00:33:32

development, interview, onboarding, and then a post

don't mean a lot larger: 00:33:37

onboarding, like settling in; a review after about a month or

don't mean a lot larger: 00:33:40

six weeks. How's it going? Is there anything that you feel

don't mean a lot larger: 00:33:43

like needs to be tweaked or that's weird, and you're

don't mean a lot larger: 00:33:45

wondering how you could how you could address it. That's

don't mean a lot larger: 00:33:49

something I can help you with too. So that package is

don't mean a lot larger: 00:33:51

available on my website. Totally check it out, if you would like

don't mean a lot larger: 00:33:56

some support with SIEF hiring, SIEF smart hiring just makes

don't mean a lot larger: 00:34:01

things so much better for everybody. And it improves your

don't mean a lot larger: 00:34:04

odds of having the right candidate so dramatically, that

don't mean a lot larger: 00:34:08

I would really encourage you to consider all of this. Go back

don't mean a lot larger: 00:34:12

over it actually work through the questions and the process

don't mean a lot larger: 00:34:15

because I know you probably watch this while doing something

don't mean a lot larger: 00:34:17

else, or listen to it while doing something else. And once

don't mean a lot larger: 00:34:20

you're through it, really see, see how that affects things. You

don't mean a lot larger: 00:34:25

know, you're going to, you're going to encounter a different

don't mean a lot larger: 00:34:30

perspective on your hiring process when you do this. It's a

don't mean a lot larger: 00:34:33

different way of approaching hiring and it really leans in

don't mean a lot larger: 00:34:37

the direction of, of holistic hiring; of a kind of whole

don't mean a lot larger: 00:34:42

person hiring rather than just hiring for the particular skill

don't mean a lot larger: 00:34:46

set you think you need. And I think that's where hiring is

don't mean a lot larger: 00:34:49

going. And I'm so glad you're on board with me. I'll talk to you