- Hey, it's Sam Davis here from Digital Noir.
Cheers for a nice Sunday night.
So I wanted to have a chat today
about our onboarding process at Digital Noir.
I've been running small businesses for over a decade now,
and going through a lot of pain during the hiring process.
We all know, as small- or medium-business owners
that HR or staff is really the most critical part
of your business.
So bringing in the right people is really critical, crucial.
So I've written a blog post, which you can check out
over on our website digitalnoir.com
or I'm gonna put a link below as well.
But we've really spent I suppose the last three years
honing our onboarding process
to a point where it's working extremely well for us,
and I thought I'd share that with you.
I don't think small businesses can afford
recruitment agencies.
And to be honest, in a small market like Adelaide
or anywhere in Australia for that matter,
or in the UK, America, unless you're a big corporate
that's taking on large numbers of staff
or you're really, really time-poor,
I don't see the benefit of using a recruitment agency.
I don't feel like they're actually getting
to better candidates than you can do yourself.
On the flip side though,
you don't want to be spending your time
flipping through hundreds and hundreds of emails.
In a recent hire, we had over 300 candidates apply.
So I don't have the time to go through 300 CVs.
So let's start from the start, and I'll quickly run through
very briefly, and you can read more in detail
in the blog post.
So the first thing is write a really, really good job ad.
You want to have personality.
You want to really sell yourself.
When you're doing HR, when you're doing recruitment,
or you're doing marketing,
you're essentially marketing your business.
You want to get A players.
As a small- or medium-business owner, you need A players.
Anything less, really, you're selling yourself short
if you're not attracting those kind of people.
So really sell on your culture, on the perks of what you do,
why you do it, your why, very important.
A 100% we put within the job ad some requests.
So for example, you must submit a cover letter.
Otherwise, we won't read your CV.
You can imagine how many people don't actually submit
a cover letter, or maybe some questions
that need to be answered, something that is gonna
make people go out of their way to apply for your job.
You don't want people that are just spamming CVs, resumes,
out to people that they haven't done their due diligence on.
Okay, so get a great job ad.
Then get somebody to vet the CVs for you,
whether that can be someone within your business,
it might be a second-in-charge.
We use one of our financial consultants, Sandy,
to do it for us.
It could a friend, family member,
someone that knows your business well but is willing to,
obviously you can pay them,
sit down and according to your criteria,
go through and purge through those CVs.
So basically, we'll have Sandy go through and look
and say, anything without a cover letter is gone,
anything that doesn't meet certain sets of criteria is gone,
and I trust her to do that.
So what I then get is a list of perhaps 10 to 15 CVs
that's worth actually reading delivered to my inbox
that I can go through and start putting together
the first round of interviews.
So from those 10 to 15 CVs, what I'm gonna do is
is have a quick phone call, and this is something that
you could get that person to do or you can do it yourself
to vet down to about five.
So okay, your CV looks good, your resume looks good.
Jump on the phone.
You can tell a lot.
You can tell a lot by how people answer the phone.
I can't believe how many people during recent job hires
have answered the phone like, "Hello? What's this?"
Even times when we've had interviews planned.
It's crazy.
So yeah, you're applied, good phone manner,
answered questions quickly,
and this is what we're gonna be looking at
through the whole process.
Great.
So let's say we get it down to five people.
We've got five people that we're gonna have in
for our first interview.
The first interview would be myself
and the second-in-charge or potentially the head
of the department, marketing development,
whatever it might be, sitting down
and really talking through who we are
and finding a bit more out about the candidate.
It's not too high-pressure, pretty relaxed,
more of a conversational chat.
That's what works for me.
Obviously you can change that depending on
who you're hiring for.
But we go through from very technical hires
to creative hires to administrative/clerical hires,
so it does change slightly.
But I want to find out is this person a cultural fit?
Does this person have a brain?
Great, so the first interview's done.
It generally takes about 45 minutes.
We'll do five of them, let's say.
From there, we're gonna cull it down to
potentially three, two sometimes,
generally around about three.
So a few of those people will not do great
in the first interview.
They're out now.
And you've got to be kind of ruthless in this approach.
We then have the second interview,
which we will do offsite.
So personally for us, we will do it in a wine bar.
Makes sense for me.
We like this psychologically, because it kind of puts people
a little bit at ease.
Before we get them through to the wine bar
to have the interview,
we'll actually send out a psychometric test.
So this will be a test generally around
the last ones are leadership questions
or it could be more technical,
so if it was a PHP development, but essentially,
a test which we pay for externally from another company,
which provides some real insight into how the person thinks,
what kind of personality type they are,
how they approach problems, and what we get out of that
is actually a list of questions that will test the person.
So if the person is introverted, but you know,
thinks they can work well with a team
given the right management style, leadership style,
well, that's questions that program those areas.
So really worth doing.
They're kind of expensive, between three to $500 a pop,
but at this stage, again, we're looking for A players.
If they're not gonna do good on that test,
then we don't want them.
They walk up at the wine bar, sit down,
thinking probably it's more of a casual chat.
I always ask if they'd like a wine.
It's interesting for me if they get it or not.
And then we pretty much jump into
some pretty serious questioning.
We'll ask detailed questions about the job itself.
It might be a technical question.
And then we'll throw in off-the-cuff questions in there.
If you were a dinosaur, what dinosaur would you be?
If you won $10 million after you walked out
of this interview, what would your next step in life be?
And then simple ones like where do you want to be
in five years, why did you choose us?
I really like asking this one.
After the first interview, how did you feel about
Digital Noir and coming into the second interview.
I want to hear that they're excited.
This is exactly what I'm after, etc.
So second interview, generally we will know
who we want to hire from here,
but we'll put them through one more interview process
before that.
So after that point, we have them in for a third interview.
I step out of the picture, and I get three,
two to three of my staff members, generally different ones
than have been involved from that point to sit in
and ask the candidate questions.
So again, depending on the position,
it could be technical questions.
It could be more casual.
Generally it's more casual.
This is a chance to see if my team can work with them.
And it's also really a chance for me to get buy-in
from my team.
I don't want to be sitting here at the top of the castle
hiring and firing willy-nilly.
I want everybody to have buy-in so that
if things don't go well, we all go, well, you know.
And through this process, this three or four-step process,
we haven't experienced that yet,
and we'd be really, really happy.
So generally, we're down to one person
with the team interview, sometimes two.
From there, we'll step back and we'll make a decision.
At that point, you've had four or five conversations.
They've been through a test.
One, you can tell whether or not they're right for you,
but two, if they're still sticking around
and they feel good about it, then they come into the job
knowing a few of the staff, knowing what you are about,
and it's a really great onboarding process
that doesn't cost a huge amount of money.
I think it's better than going through recruitment firms.
I might be a separate video on how we actually
put our job ads out there, because social media advertising
here in LinkedIn, some great tools,
but this was supposed to be a short video and it is not.
So if you have any questions about the onboarding process,
feel free to hit me up here on LinkedIn
or @digitalnoir on Instagram or Google Digital Noir
and you will find us and find me.
Cheers, thanks for listening.
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