Published by Chris Mcintyre, executive coach and entrepreneurship expert, an article in Entrepreneur in which it outlines the steps that an entrepreneur must take to find the best talent for their team. These tips and others are included in his book The Roadmap to Freedom, of which hither you can read a comprehensive summary. Mcintyre's process for a company to be nourished by the best employees has six phases. We summarize them below:1. Define the skills that the candidate must have and the objectives that he will have to meet (percentage or figure of sales, number of units produced). There is no need to be shy about measuring the performance of each employee. By designing these objectives well, it will not be a measure of pressure, but of organization and information to improve processes.2. Cover letters aren't out of date. Request a strategic cover letter the candidate who answers two or three key questions about your company's activity. In addition to verifying your commitment and knowledge, this will help you to better refine the selection. It is estimated that 30% of the candidates do not even prepare it. Of those who do respond, 30-40% reveal poor grammar and poor attention to detail.3. Rely on experts from your own company, or trusted ones, or even agencies. Sometimes, CEOs aren't experts in absolutely every area of their business. Good specialist advisors, whether from your company or an agency, nourish a selection process with expert criteria, even dealing with steps 1 and 2.4. Preliminary selection. For your panel of experts to select the final candidates, give them a week and ask them for an argument as to why they were chosen. Gather them together and analyze their CVs with them. If necessary, take a vote.5. Agree on interview questions with your panel of experts. Even if these experts take the initiative to ask the candidates questions, agree on those questions/topics with them beforehand, assigning the correct ones to each expert and no more. And meet with them after each interview.6. 90 days of adjustment. The initial journey of an employee in a company usually lasts 90 days, during which they adapt to the processes, and are even charged with reasons to give valuable feedback to improve the activity of your company. If his performance doesn't present major problems, trust him and consult him to find out how to make him a specific fit for the company and how you can support him to perform his best. There is no one in your company with a clearer mind to improve your business than the new sap that has just arrived, and who has also been with it for a while.
