Leela Sinha on wholistic SIEF-Smart hiring practices for intensive business leaders.
Watch this episode as a video:
Links!
SIEF assessment: https://intensivesinstitute.com/assessment/
Five-Session SIEF-Smart Hiring Package (includes getting to know your company, job description writing, interviewing, onboarding, and post-onboarding review):
https://app.acuityscheduling.com/catalog.php?owner=11389649&action=addCart&clear=1&id=1303349
Transcript
Hey everyone, my name is Leela Sinha. I'm the
Leela Sinha:founder and director of the Intensives Institute, where we
Leela Sinha:help intensives do their absolute best with their
Leela Sinha:absolute biggest. And today, what we're going to talk about
Leela Sinha:is intensives, who are founders, who are hiring. Now, before I
Leela Sinha:get started, I do want to say just one thing for intensives,
Leela Sinha:who are looking to get hired. Just one thing. Do not take a
Leela Sinha:bad fit position. Don't do it. You will probably undermine
Leela Sinha:yourself more than you realize. And yes, I'm saying this from
Leela Sinha:experience. So there are two possible reasons why you might
Leela Sinha:ignore my advice. One is if you are, if it's for survival,
Leela Sinha:absolutely. Survival first. Survival first. Survival first.
Leela Sinha:The other is, if you're taking a job, as a career growth move, if
Leela Sinha:you know you need this job to get into that job, and that job
Leela Sinha:is going to be a great fit, but this one's not. That's cool.
Leela Sinha:That's cool, that's fine. However, if you are doing a
Leela Sinha:survival strategy kind of move, if you're doing a career growth
Leela Sinha:strategy kind of move, give yourself a clear exit date, and
Leela Sinha:a clear exit plan. Do not move the goalposts and do not be
Leela Sinha:disappointed in yourself if you're not performing at peak,
Leela Sinha:because you're not going to. If you're not engaging at peak,
Leela Sinha:because you're not going to. If you're not over delivering the
Leela Sinha:way you usually do, that's fine. This is just about getting to
Leela Sinha:the next step, you are borrowing an expansive strategy. And when
Leela Sinha:we borrow expansive strategies, we behave differently, we
Leela Sinha:perform differently. And it's really important for us to cut
Leela Sinha:ourselves slack and understand what's happening in the
Leela Sinha:background, in order to allow us to do that borrowing. So give
Leela Sinha:yourself a break, do what you got to do. Absolutely, I'm 100%
Leela Sinha:in favor of you staying alive. However, recognize also the
Leela Sinha:mental toll that it's going to take, to take a position that's
Leela Sinha:not a great fit; a much greater mental toll on you than on an
Leela Sinha:expansive. So make sure that if you're doing this, you're doing
Leela Sinha:it for the right reasons, for a limited period of time, and with
Leela Sinha:low expectations for yourself, other than the exact thing
Leela Sinha:you're aiming at. Now, moving on. Thing number two, I need to
Leela Sinha:say, is this video is primarily aimed at intensives, who are
Leela Sinha:hiring teams who already have established organizations.
Leela Sinha:However, if you are an intensive who is hiring, like your first
Leela Sinha:person, like you probably think you need to hire a VA, you
Leela Sinha:probably don't need to hire a VA, you probably need to hire
Leela Sinha:someone different. That's a whole other thing I can talk
Leela Sinha:about. But but if you're hiring your first person, take a look
Leela Sinha:at this video, understand what it's saying. But don't expect
Leela Sinha:all of it to apply to you because I really am talking to
Leela Sinha:people who have larger organizations. And by larger, I
don't mean a lot larger:three people, four people, five
don't mean a lot larger:people, 20 people, those are all in this, in the right size
don't mean a lot larger:range. But you got to start somewhere, you got to hire your
don't mean a lot larger:first person sometime. And if you're not in a position to hire
don't mean a lot larger:a whole team right away, if you aren't VC funded, if you aren't,
don't mean a lot larger:Angel Investor funded, if there's not some kind of money
don't mean a lot larger:backing you if you're not your own angel investor, you probably
don't mean a lot larger:can't hire that many people until you get up and running.
don't mean a lot larger:And so you're probably just looking for a little bit of
don't mean a lot larger:support. And that is completely legitimate. In fact, intensives
don't mean a lot larger:have to hire earlier than expansives do. Because while we
don't mean a lot larger:are capable of doing a lot, there are a lot of things that
don't mean a lot larger:bog us way down way earlier in the process than an expansive
don't mean a lot larger:would find. So we end up hiring our first person earlier. But
don't mean a lot larger:then sometimes because we are kind of jack of all trades
don't mean a lot larger:types, we can fill in a lot of gaps and use software and our
don't mean a lot larger:own skill set to get a lot further before we hire the rest
don't mean a lot larger:of the team. However, when you're ready to hire the rest of
don't mean a lot larger:the team- hello, people. Hello intensives. Hello intensives
don't mean a lot larger:founders, I am talking to you. So it's time. You've been
don't mean a lot larger:working your way along kind of bootstrapping kind of jury
don't mean a lot larger:rigging and kind of figuring out how to get things going in your
don't mean a lot larger:company, your company is rolling, you've got like enough
don't mean a lot larger:steady income that you feel like you can reasonably hire somebody
don't mean a lot larger:and pay you know, pay a whole team and expand. And that's
don't mean a lot larger:super exciting and a little overwhelming. Or you already
don't mean a lot larger:have done that right. You already have an established team
don't mean a lot larger:and now you're ready to do the next layer of hiring, you're
don't mean a lot larger:ready to hire a few more people to help the people that you have
don't mean a lot larger:so that you can move even further into that CEO role into
don't mean a lot larger:that visionary role into that direction-setting role and be
don't mean a lot larger:less and less involved in the kind of nitty gritty and
don't mean a lot larger:minutiae of running your business, while simultaneously
don't mean a lot larger:hanging on to the stuff that makes you love your business
don't mean a lot larger:because otherwise that's not going to be so helpful. So
don't mean a lot larger:hiring other people. Where do you start? Number one, always,
don't mean a lot larger:number one, especially if you're an intensive. And I'm gonna say
don't mean a lot larger:that a lot. But I know there are some expansives out there who
don't mean a lot larger:will be watching this video just to hear what I have to say,
don't mean a lot larger:which is great. But especially if you're an intensive, know
don't mean a lot larger:yourself, know yourself, know yourself, know yourself. We are
don't mean a lot larger:incredibly powerful, we are incredibly charismatic most of
don't mean a lot larger:the time. And it is critical that we know what our strengths,
don't mean a lot larger:what our weaknesses are, and what our SIEF types are. So if
don't mean a lot larger:you have not taken the Sinha Intensive-Expansive Framework
don't mean a lot larger:assessment, I highly recommend that you do so. You go to
don't mean a lot larger:intensivesinstitute.com/assessment. And just take that long form
don't mean a lot larger:assessment on that page, and it'll email you your score back,
don't mean a lot larger:you'll get a score from zero to 10. And like a little bit of a
don't mean a lot larger:primer on what an intensive or an expansive is, in case you
don't mean a lot larger:ended up here without knowing what an intensive or an
don't mean a lot larger:expansive is. Intensives, very briefly, intensives are people
don't mean a lot larger:who go like hell and rest, like the dead, who get really into
don't mean a lot larger:things or not into things at all, don't really sit with small
don't mean a lot larger:talk or pretty chaos-tolerant or pretty risk-tolerant usually,
don't mean a lot larger:although that depends on our trauma history. Of course, other
don't mean a lot larger:things can intersect. And expansives. At the other end of
don't mean a lot larger:the spectrum are very chill, very mellow, very steady. They
don't mean a lot larger:don't like surprises, they don't like novelty, particularly
don't mean a lot larger:expansives tend to be very narrow in their emotional
don't mean a lot larger:expression. So they're excited, but they'll just be like, "Oh,
don't mean a lot larger:yay." And they'll be disappointed. And they'll be
don't mean a lot larger:like, "Oh, that's too bad," right? And there's not much
don't mean a lot larger:distance between those two things visually, or
don't mean a lot larger:auditorially. Whereas for an intensive, it's like really big
don't mean a lot larger:in either direction. So think about those two things. If you
don't mean a lot larger:aren't familiar with the framework, go to
don't mean a lot larger:intensivesinstitute.com. There are more resources there. Know
don't mean a lot larger:yourself. Know which type you are. Of course, if you're here
don't mean a lot larger:already, you probably already know you're an intensive. Know,
don't mean a lot larger:your score, are you a nine, which is almost all the way at
don't mean a lot larger:the top of the scale? Are you like giggling because you're
don't mean a lot larger:really an 11, but my scale only goes to 10? Are you a six? Are
don't mean a lot larger:you a seven? Like where are you in the intensiveness realm? Are
don't mean a lot larger:you right on the line? Like do you sometimes test as a five and
don't mean a lot larger:sometimes as a six? Figure that out. Because who you are and how
don't mean a lot larger:you are is going to affect how you interact with everyone just
don't mean a lot larger:like it's going to affect your people.Are you high or low
don't mean a lot larger:tolerance? That's the next question. Are you high or low
don't mean a lot larger:tolerance? And do you work well in expansive environments if
don't mean a lot larger:you're an intensive? Do you work well with expansives, if you're
don't mean a lot larger:an intensive? Or do you really need things to be intensive
don't mean a lot larger:around you in order to give your best work? Either one is fine.
don't mean a lot larger:I'm low intensive, I mean low tolerance, I work very well with
don't mean a lot larger:intensives. Not usually as well with expansives unless I'm
don't mean a lot larger:explaining intensiveness to them. But it really depends on
don't mean a lot larger:who you are and how you are. Do you have any lingering,
don't mean a lot larger:lingering squishedness? So if you're familiar with my work and
don't mean a lot larger:my materials, my book is called Your Not Too Much. You can find
don't mean a lot larger:it on Amazon. If you, if you have read my materials, you'll
don't mean a lot larger:know that squishedness is something that I talk about in
don't mean a lot larger:terms of taking on the societal message that our intensiveness
don't mean a lot larger:is wrong. If you are continuing to feel like maybe you're a bad
don't mean a lot larger:person, maybe you would be better if you just weren't so
don't mean a lot larger:squished. I mean, if you weren't so intensive, if you're
don't mean a lot larger:beginning to feel like you would be a better person, if you
don't mean a lot larger:weren't so intensive. And if you could just get rid of it, that
don't mean a lot larger:would be better. That squishedness, and that's going
don't mean a lot larger:to affect you, because then you're going to be down on your
don't mean a lot larger:own intensiveness as well as intensiveness in anyone else.
don't mean a lot larger:And you're going to feel a combination of like admiration
don't mean a lot larger:and resentment for expansives. So you want to make sure that
don't mean a lot larger:you're working on your own embracing of your own
don't mean a lot larger:intensiveness. Especially as you move into leadership, you can't
don't mean a lot larger:afford to feel crappy about something that's just part of
don't mean a lot larger:who you are, and how you work and part of your brilliance and
don't mean a lot larger:part of your power. Like all of those things come from your
don't mean a lot larger:intensiveness. So you can't just like, eh, oh, well, I guess I'm
don't mean a lot larger:going to feel crappy about myself now.
don't mean a lot larger:Next step, once you know yourself, you know whether
don't mean a lot larger:you're squished, you know whether your tolerance level is
don't mean a lot larger:high or low. Your next question is your work in general the kind
don't mean a lot larger:of work that you do, does it require some measure of
don't mean a lot larger:tempering that tempering is again a concept I talk about in
don't mean a lot larger:my book. Tempering and, in my intro class, I have a video
don't mean a lot larger:intro class if you prefer that, tempering is when we kind of
don't mean a lot larger:pull back a little bit, but we do it intentionally. It's not
don't mean a lot larger:because I think I'm wrong. It's because I know that if I'm going
don't mean a lot larger:to accomplish my goal, I need to perform a little bit less
don't mean a lot larger:intensively in the environment where I'm operating in that
don't mean a lot larger:moment and then I can just take it off and feel fine about it
don't mean a lot larger:when I leave that environment. So we're not taking on the moral
don't mean a lot larger:judgment. We're just you know, making a strategic choice; again
don't mean a lot larger:taking on a expansive of behaviors as a strategy is
don't mean a lot larger:something that we can do frequently. So you want to know
don't mean a lot larger:the kind of work you're doing. Does it require tempering in
don't mean a lot larger:order to do that work well? Are you working in an environment
don't mean a lot larger:where everyone else is expansive, for example? Or where
don't mean a lot larger:the process is just really slow and detail oriented? Does the
don't mean a lot larger:work actually just need an expansive? Like, you're not
don't mean a lot larger:going to hire an intensive, you're going to hire an
don't mean a lot larger:expansive that might be your best solution. What is the SIEF
don't mean a lot larger:type of your company? That's the third question. So the SIEF type
don't mean a lot larger:of your company, all of our organizations and institutions,
don't mean a lot larger:collections of people, have a SIEF type, just like individuals
don't mean a lot larger:do. So if you have a company, you can kind of sit and consider
don't mean a lot larger:like, how does your company handle rapid change? How does
don't mean a lot larger:your company handle rapid growth? How does your company
don't mean a lot larger:handle steadiness? How does your company handle predictability?
don't mean a lot larger:Does it sort of lose its energy? Or does it move forward? And
don't mean a lot larger:this is not necessarily the average of all the people
don't mean a lot larger:working with you, this is its own thing. It's purely about the
don't mean a lot larger:essence of your company or the spirit of your company. Is your
don't mean a lot larger:company intensive or expansive? So again, does your work require
don't mean a lot larger:tempering? Does it just require an expansive does, does this
don't mean a lot larger:kind of work require expansiveness? What type is your
don't mean a lot larger:company? Those are really important things to know. In
don't mean a lot larger:this situation, the trap is going to be hiring an intensive
don't mean a lot larger:because you feel seen and heard and understood even though what
don't mean a lot larger:you needed was an expansive. And the zap, the good thing, is
don't mean a lot larger:hiring an intensive because you need another intensives around
don't mean a lot larger:here to do stuff you're not doing or hiring an expansive
don't mean a lot larger:because you know no intensive is going to do this for more than
don't mean a lot larger:10 minutes before they get tired of it. So now we're gonna move
don't mean a lot larger:on to the particular job. This particular job that you're
don't mean a lot larger:hiring for, does it need an intensive or an expansive? Does
don't mean a lot larger:it need somebody who's super visionary? Does it need somebody
don't mean a lot larger:who's super organized? Does it need somebody who's super detail
don't mean a lot larger:oriented? Does it need somebody who's very creative, who's good
don't mean a lot larger:on their feet, who thinks well in chaos? Do you need an
don't mean a lot larger:intensive or an expansive? And also consider, especially if
don't mean a lot larger:you're a high level intensive, if you're an intensive, who's at
don't mean a lot larger:the 9 to 10 end of the scale, it's possible that what you need
don't mean a lot larger:is another intensive but someone who is significantly more
don't mean a lot larger:expansive than you. So if you're a nine, you might need a six,
don't mean a lot larger:somebody who has more than two numbers separate from you.
don't mean a lot larger:Usually that gap indicates that you're going to have a
don't mean a lot larger:challenge. But it also indicates that you have different skill
don't mean a lot larger:sets that you have different strengths. And that can be a
don't mean a lot larger:real benefit. So consider that it's possible that what you need
don't mean a lot larger:is an intensive, just not as intensive as you. Does this
don't mean a lot larger:require someone who's high or low tolerance? Are they going to
don't mean a lot larger:have to interact with clients who are really expansive? Are
don't mean a lot larger:they going to have to interact with clients who are really
don't mean a lot larger:intensive? Are they going to have to interact with a lot of
don't mean a lot larger:like data and numbers and spreadsheets and exacting
don't mean a lot larger:things? Or not? Does it require tempering? When it interacts
don't mean a lot larger:with those people, you know, what, what are those people's
don't mean a lot larger:needs? Do those people need to be treated with the particular
don't mean a lot larger:kind of gentle, like low energy, even tempered expansiveness? Or
don't mean a lot larger:are the people that they're handling, maybe they do need to
don't mean a lot larger:be treated with white gloves? But maybe it's a more of a high
don't mean a lot larger:intensity, like, oh, I'm right on it. I got you. Yes,
don't mean a lot larger:absolutely, ma'am. Right, so, so consider what the needs are of
don't mean a lot larger:the people that they'll be interacting with. If this person
don't mean a lot larger:is going to interact directly with you, I can tell you right
don't mean a lot larger:now, they need to be high-tolerance. Because they're
don't mean a lot larger:interacting with you, and you're an intensive, that's why you're
don't mean a lot larger:here. And they're going to need to be very capable of holding
don't mean a lot larger:that line. So you're gonna say, Oh, my God, I just got this
don't mean a lot larger:great idea, we're gonna go running off in this other
don't mean a lot larger:direction. And they're going to need to have both the authority
don't mean a lot larger:and the permission, as well as the skill to say,
don't mean a lot larger:I understand that you're really excited about this. And here's
don't mean a lot larger:what we need to do first, and you're going to need to be able
don't mean a lot larger:to respect them in that counterbalancing. So make sure
don't mean a lot larger:it's somebody that you can do that with. The trap in this, is
don't mean a lot larger:believing that you need and can hire someone who is both. Who is
don't mean a lot larger:a little bit of a SIEF nine and a little bit of a SIEF two, like
don't mean a lot larger:really visionary and, and dynamic but with great
don't mean a lot larger:organizational skills. No, no. I mean, you might find great
don't mean a lot larger:organizational skills in an intensive, if that's what they
don't mean a lot larger:turn their intensiveness toward. But you're not going to find
don't mean a lot larger:someone who's a little bit of a nine and a little bit of a two.
don't mean a lot larger:So if you if you think that it's better to have like all the
don't mean a lot larger:things you need mashed into one job because one hiring seems
don't mean a lot larger:better than two hiring, especially if you're dealing
don't mean a lot larger:with small numbers of hours. Let me tell you right now that's not
don't mean a lot larger:true. The trap is trying to hire one person for that job, the zap
don't mean a lot larger:is splitting that job into two, so you can hire one of each and
don't mean a lot larger:every one will be happy. So then you're going to hire a nine for
don't mean a lot larger:a few hours and a two for a few hours. And they're each going to
don't mean a lot larger:get to do the thing they're brilliant at and neither of them
don't mean a lot larger:is going to be stressed out all the time, low level, just
don't mean a lot larger:background noise stressed out, because even if they can do the
don't mean a lot larger:other thing, it's really hard for them to do it. Okay, so
don't mean a lot larger:we've gotten to the point where we understand the job we
don't mean a lot larger:understand the needs, we understand the requirements,
don't mean a lot larger:it's time to write the description and the application.
don't mean a lot larger:So first of all, your application form should not be
don't mean a lot larger:generic ever. There's no... there shouldn't... just don't.
don't mean a lot larger:It should cater toward both the job and the SIEF type that
don't mean a lot larger:you're trying to attract. From here on, you are both judging
don't mean a lot larger:and being judged. You start setting cultural expectations
don't mean a lot larger:for how your company operates here. So make the job
don't mean a lot larger:description and application and process appeal to the right kind
don't mean a lot larger:of person, if you know you're hiring an intensive, keep in
don't mean a lot larger:lots of novelty and excitement and sparkle. And it's okay to
don't mean a lot larger:surprise them. And it's okay to like do something wild a little
don't mean a lot larger:bit. If you know you're trying to attract an expansive don't do
don't mean a lot larger:that. They're just gonna feel weird and uncomfortable. And
don't mean a lot larger:then they're not going to want to work for you. And they're not
don't mean a lot larger:going to know why. Because the job description looks right,
don't mean a lot larger:what you're looking for for an expansive is an experience that
don't mean a lot larger:steady and reliable and predictable with lots of
don't mean a lot larger:information, here's what to expect. And then you do exactly
don't mean a lot larger:what you told them to expect. Because that makes an expansive,
don't mean a lot larger:feel supported, that makes an expansive feel secure. So you
don't mean a lot larger:want to make sure that whichever one you're hiring, your hiring
don't mean a lot larger:process is turned toward that kind of person, that SIEF type.
don't mean a lot larger:So if you're looking for intensives, and you get their
don't mean a lot larger:attention, they start to you know, who's hiring who's
don't mean a lot larger:interested, you get their attention, you got to keep them
don't mean a lot larger:engaged with novelty with, you know, even automated emails, but
don't mean a lot larger:automated emails that make them feel like like they should stay
don't mean a lot larger:around, like they should stay involved through the process.
don't mean a lot larger:And of course, you want the process to be as fast and
don't mean a lot larger:streamlined as possible. That's just, that's just kinder to
don't mean a lot larger:everybody, no matter what kind of person you're engaging. If
don't mean a lot larger:you're hiring an expansive, give them lots and lots of
don't mean a lot larger:information about the process, what to expect, give them time
don't mean a lot larger:and space to digest it slowly. Give them checklists, give them
don't mean a lot larger:spreadsheets, give them things that make it feel like
don't mean a lot larger:everything is planned and everything is organized. This
don't mean a lot larger:might be really hard, you might actually have to hire a
don't mean a lot larger:contractor, just quickly, to help you create that experience.
don't mean a lot larger:Or you can hire me to consult, I'll give you a little more
don't mean a lot larger:information about that at the end. But you really want to make
don't mean a lot larger:sure that you're creating this nurturing safe environment for
don't mean a lot larger:an expansive, and this stimulating, engaging
don't mean a lot larger:environment for an intensive.
don't mean a lot larger:Do not lie about who you are, like, don't lie about your
don't mean a lot larger:company, don't lie about yourself. But do make it
don't mean a lot larger:welcoming for the people that you want. While simultaneously
don't mean a lot larger:not lying about who you are. And benefits should follow types
don't mean a lot larger:too. So as you're thinking about, you know what kind of
don't mean a lot larger:benefits you're going to give this person, even if they're
don't mean a lot larger:part time, intensives like a lot of flexibility, expansives like
don't mean a lot larger:a lot of rhythm and a lot of routine. So you're gonna want to
don't mean a lot larger:have a conversation with them, or just think ahead. And when
don't mean a lot larger:you're thinking about what kinds of things to offer them, make
don't mean a lot larger:sure you're offering them things that are appropriate to their
don't mean a lot larger:SIEF type. Because, you know, and there are some variations
don't mean a lot larger:intensives who have to be out at three to pick up their kid will
don't mean a lot larger:have to have a regular schedule of being out at three to pick up
don't mean a lot larger:their kid. But intensives and expansives, both are going to
don't mean a lot larger:give you better work if they're in a better supported
don't mean a lot larger:environment. And so you're gonna want to think about like, what
don't mean a lot larger:kinds of things will keep an intensive engaged, what kinds of
don't mean a lot larger:projects will keep an intensive engaged, what kinds of things
don't mean a lot larger:will keep an expansive, feeling steady, and at ease so that they
don't mean a lot larger:can do their best work. Because you really want out of whoever
don't mean a lot larger:you hire, you really want their best work in as little stress as
don't mean a lot larger:possible. So the trap here is pretending you're someone you're
don't mean a lot larger:not or setting up a process that encourages applicants to pretend
don't mean a lot larger:that they're someone they're not. So you want to make sure
don't mean a lot larger:that you're clear about who you're looking for, but that
don't mean a lot larger:you're never shaming someone for not being that person. You want
don't mean a lot larger:to make sure that your process is like this is who we would
don't mean a lot larger:love to see these are the qualifications we would love to
don't mean a lot larger:see. These are the qualifications that are like you
don't mean a lot larger:know, they're nice to have, we don't absolutely have to have
don't mean a lot larger:them. The more clear you are and the more consistent you are no
don't mean a lot larger:matter who you're selling to- because you're selling yourself
don't mean a lot larger:right? No matter who you're selling, presenting yourself and
don't mean a lot larger:this position to the more clear and consistent you are about
don't mean a lot larger:what you say about what you're offering, the better off you'll
don't mean a lot larger:be. The zap is setting up a process and atmosphere that
don't mean a lot larger:encourages people to be honest about what environments and
don't mean a lot larger:supports they need. Everybody knows Oh, I work better in
don't mean a lot larger:silence Oh, I work better with music. Oh, I've worked better
don't mean a lot larger:when people can just drop in and talk to me, Oh, I work better
don't mean a lot larger:when I'm completely undisturbed; encourage people to be honest
don't mean a lot larger:about what they need, make it clear that there's some
don't mean a lot larger:flexibility in your company, about meeting those needs. And
don't mean a lot larger:then you can seriously consider as part of the process, you can
don't mean a lot larger:seriously consider whether you can include those as part of
don't mean a lot larger:shaping the role. If you're going to need them to be like
don't mean a lot larger:right on with something, tell them that; if you're going to
don't mean a lot larger:have a lot of space for them to kind of create their own
don't mean a lot larger:structure, their own role, tell them that. And if you need them
don't mean a lot larger:to be responsive to your own intensiveness, tell them that
don't mean a lot larger:and tell them, especially if you're working with an
don't mean a lot larger:expansive, you want to make sure you set a container around the
don't mean a lot larger:chaos as much as possible. Like if you need to brain dump to
don't mean a lot larger:your person, periodically, you can let them know that like,
don't mean a lot larger:okay, every Wednesday morning, we're gonna have a brain dump
don't mean a lot larger:meeting. So don't, I'm not expecting you to like come to
don't mean a lot larger:the meeting and take notes, we're going to record it, I'm
don't mean a lot larger:going to make sure you get the transcript afterwards. And what
don't mean a lot larger:I want you to do is be a sounding board for me so that my
don't mean a lot larger:best ideas can come out because I'm a verbal processor. Which is
don't mean a lot larger:very different from Oh, I had these six ideas, and we're going
don't mean a lot larger:to execute them all, which is where an expansive goes with a
don't mean a lot larger:brain dump. If they don't have other information. They're like,
don't mean a lot larger:oh, no, I have to keep track of all this. And I have to make all
don't mean a lot larger:this happen. And how is that going to work? It's not and
don't mean a lot larger:that's fine. It's actually fine. But you need to tell them. Okay,
don't mean a lot larger:so you put out the job description, you put out the
don't mean a lot larger:application, the application makes as much sense as it can
don't mean a lot larger:and you know, job applications are always a little weird. But
don't mean a lot larger:it asks questions that are relevant, it doesn't ask
don't mean a lot larger:questions that are not relevant. It invites people to tell their
don't mean a lot larger:story in such a way that that they can fill in the blanks.
don't mean a lot larger:This is especially important if you're trying to hire an
don't mean a lot larger:intensive. If you're trying to hire an expansive, what you want
don't mean a lot larger:to do instead is give them a lot of structure, give them a lot of
don't mean a lot larger:clear questions, bullet points, lists, how many of this do you
don't mean a lot larger:want, that kind of stuff will really help an expansive move
don't mean a lot larger:through the process. An intensive will probably give you
don't mean a lot larger:less predictable information unless they have really clear
don't mean a lot larger:instructions. So if you need something really predictable, if
don't mean a lot larger:you need like your last three employers, ask for your last
don't mean a lot larger:three employers. But if you don't need that, don't ask for
don't mean a lot larger:it, ask for the stuff that you really need, it's really going
don't mean a lot larger:to help you make the right decision. And it's going to help
don't mean a lot larger:them make the right decision. Now the interview.
don't mean a lot larger:When you go into an interview, at that point, you're really
don't mean a lot larger:discerning for fit, you want to see if this person is going to
don't mean a lot larger:be able to do the job, you want to see if this person is going
don't mean a lot larger:to be, you want to, you want to explore together, find out
don't mean a lot larger:whether this role has enough in common with this person. And
don't mean a lot larger:this person has enough in common with this role, that you want
don't mean a lot larger:them in that role, that they'll be able to meet your needs in
don't mean a lot larger:that role. And it might be that the job shifts a little bit if
don't mean a lot larger:you find someone who's really brilliant, but doesn't have like
don't mean a lot larger:a little of this or little of that you might be able to think
don't mean a lot larger:of ways that you can shift the position, even in the process of
don't mean a lot larger:the interview and selection process. So have some questions
don't mean a lot larger:that will help you determine what the person's strengths are
don't mean a lot larger:and whether they'll match the role. And you can ease back a
don't mean a lot larger:little on SIEF type, you may have had them take the
don't mean a lot larger:assessment, do not do not do not do not use the assessment as a
don't mean a lot larger:gatekeeping tool, don't have them take the assessment first.
don't mean a lot larger:And then and then decide who you're going to interview based
don't mean a lot larger:on their assessment scores. The assessment is a very coarse
don't mean a lot larger:tool. Instead, you want to use it as a way of exploring how
don't mean a lot larger:this person might work and how this person might fit in with
don't mean a lot larger:your institution or how they might not or what they might be
don't mean a lot larger:able to do that you hadn't imagined. So don't use it as a
don't mean a lot larger:gatekeeping tool, use it as information as you're going into
don't mean a lot larger:the interview. You're probably going to be tempted to say "oh,
don't mean a lot larger:well you're an expansive so I don't really want to consider
don't mean a lot larger:this candidate" but don't do it. If they made it as far as the
don't mean a lot larger:interview if they made it past the application process and all
don't mean a lot larger:of that there's something you liked about them. So keep them
don't mean a lot larger:in the queue and see what you need to do. See what they have
don't mean a lot larger:see why it is that you were really attracted to them or they
don't mean a lot larger:were really attracted to you or both. At this point type is less
don't mean a lot larger:important than actual fit. Type is a tool and you hit this point
don't mean a lot larger:where like their type is less important to their ability to do
don't mean a lot larger:the job than their actual ability to do the job. Know what
don't mean a lot larger:qualities you would have to see in say an expansive to hire them
don't mean a lot larger:for a role that you think you want an intensive for or vice
don't mean a lot larger:versa. Know, oh yeah well, the reason I think this is an
don't mean a lot larger:intensive role is because they have to do a lot of management
don't mean a lot larger:of kind of chaotic situations. So if somebody does great in
don't mean a lot larger:chaotic situations, even though they're an expansive, then maybe
don't mean a lot larger:I would hire them anyway, because it'd be awesome to have
don't mean a lot larger:somebody in this role, who's really good at organization for
don't mean a lot larger:a variety of other reasons. And that's something we usually find
don't mean a lot larger:in expansives. No game playing. No gotchas. I shouldn't even
don't mean a lot larger:have to say this. But somehow, we still live in a world where
don't mean a lot larger:this is something that needs to be said. Be kind, this is not an
don't mean a lot larger:adversarial process. This is not like you jockeying with them.
don't mean a lot larger:This is not about how much work you can get for how little money
don't mean a lot larger:this is not about how you can force someone to like, live up
don't mean a lot larger:to their potential. You're an intensive, you understand people
don't mean a lot larger:intuitively, usually. You can be shrewd, you can be mean, don't
don't mean a lot larger:do it. You don't need to, you don't need to, it doesn't get
don't mean a lot larger:you better employees, it doesn't build a better company culture.
don't mean a lot larger:And if you establish that at the interview, you're stuck with it.
don't mean a lot larger:Don't do it. Be nice. Be kind. Watch for hesitations that are
don't mean a lot larger:consistent with one type or another. So if you're not sure,
don't mean a lot larger:if this person is true to type, or if they're, if they're,
don't mean a lot larger:you're kind of considering them across type, or if you're not
don't mean a lot larger:sure, for some reason, what their type is. Maybe they like
don't mean a lot larger:maybe they came back with a high SIEF score, but a low
don't mean a lot larger:reliability score. Watch for hesitations that are consistent
don't mean a lot larger:with one type or another. So are they really visionary? Do they
don't mean a lot larger:get really excited about new creative ideas? Are they very
don't mean a lot larger:planful? Do they say, Oh, well, yeah, I am. I have 16
don't mean a lot larger:spreadsheets, and that's how I run my life. Are they really
don't mean a lot larger:steady? Do they get inspired really easily do they like go
don't mean a lot larger:down a rabbit hole with you for 15 minutes? Know what you need.
don't mean a lot larger:And keep that in mind, one way or the other. Of course, if you
don't mean a lot larger:like them, and they're not a fit, tell them as soon as
don't mean a lot larger:possible, but also keep their name on file. And if they're
don't mean a lot larger:amazing, super consider creating a role for them. You're an
don't mean a lot larger:intensive founder, that is something you're really good at.
don't mean a lot larger:And you don't want to let go of somebody who would be great in
don't mean a lot larger:your company. Just make sure that it's they would be great in
don't mean a lot larger:your company, and not you just really enjoyed talking to an
don't mean a lot larger:intensive. And that's why the interview went three hours. Do
don't mean a lot larger:not give anyone a final decision until you sleep on it.
don't mean a lot larger:Intensives, we love love love to make our gut decisions. And you
don't mean a lot larger:probably will have made a gut decision by the time you've
don't mean a lot larger:wrapped your last interview. But don't give anyone a decision
don't mean a lot larger:until you've slept on it like go from your gut. If you meet with
don't mean a lot larger:somebody who's absolutely perfect, and you can't imagine a
don't mean a lot larger:better candidate, then cancel the rest of your interviews. And
don't mean a lot larger:then hire them.
don't mean a lot larger:Because what you want to do is make sure that you're deeply in
don't mean a lot larger:integrity through this whole process, or you're going to feel
don't mean a lot larger:crappy about it every time you look at this person. And that's
don't mean a lot larger:not a great way to go to work. The trap is loving the way you
don't mean a lot larger:click with the other person so much that you forget what you're
don't mean a lot larger:hiring for, and you hire the wrong person. And the zap is
don't mean a lot larger:finding someone you feel good about who also has all the
don't mean a lot larger:qualities you need. And that sometimes will take two rounds,
don't mean a lot larger:sometimes it'll take, you know, creative readjustment of the of
don't mean a lot larger:the materials of the job description in the posting and
don't mean a lot larger:the application materials. But make sure that you do the work
don't mean a lot larger:that you need for a good fit. The same way I said at the very
don't mean a lot larger:beginning, that intensives looking for jobs shouldn't
don't mean a lot larger:accept a bad fit except for a very narrow range of strategic
don't mean a lot larger:reasons, you should not accept a bad fit either. It's better to
don't mean a lot larger:hobble along for another two months and redo your search,
don't mean a lot larger:than it is to end up with the wrong person in your company.
don't mean a lot larger:Getting the wrong person out of a company when it's early
don't mean a lot larger:stages, and when they're very embedded is really hard. And you
don't mean a lot larger:don't want to have to do it. So of course you still have to
don't mean a lot larger:accept the risk that perhaps something will go wrong,
don't mean a lot larger:perhaps. But we don't want to encourage it to go wrong. So if
don't mean a lot larger:you meet with everybody, and you don't find a fit, try again,
don't mean a lot larger:redesign things, tweak things. Again, you can hire me to
don't mean a lot larger:consult if you've gone through one search and it's failed.
don't mean a lot larger:That's a great time to bring me in if you didn't bring me in
don't mean a lot larger:initially. And we can figure out what you need to do to make your
don't mean a lot larger:job posting and your work more appealing to the right people.
don't mean a lot larger:If you go through it twice, and you're still having trouble, it
don't mean a lot larger:might be you. And that's when it's a great time to do a one on
don't mean a lot larger:one consult with me or, or just to go to your therapist and talk
don't mean a lot larger:to your therapist about it. See if there's stuff under there
don't mean a lot larger:that's keeping you from letting go of control, keeping you from
don't mean a lot larger:engaging in a collaborative process with someone else, you
don't mean a lot larger:know, figuring out what's going on. And finally, I'm going to
don't mean a lot larger:talk a little bit about onboarding even though that's
don't mean a lot larger:not technically part of the hiring process, because it's so
don't mean a lot larger:critical. Again, you want to tailor the onboarding to the
don't mean a lot larger:type, you want to give expansives lots of room to
don't mean a lot larger:adjust, and lots of paperwork to read at home to get them up to
don't mean a lot larger:speed. You want to give them formal meetings and get
don't mean a lot larger:togethers to meet the team, you want to be really clear about
don't mean a lot larger:the expectations, especially at the beginning, don't give them a
don't mean a lot larger:lot of wiggle room just be like, "Okay, so, so we're just going
don't mean a lot larger:to start you out here and here and here," and then set up a
don't mean a lot larger:meeting at which you're going to exchange feedback after the
don't mean a lot larger:first couple of weeks; not very long, just long enough for them
don't mean a lot larger:to have felt what works and what doesn't work to get to know some
don't mean a lot larger:people. Expansives are less likely to give you feedback
don't mean a lot larger:spontaneously, so you want to make sure you create structures
don't mean a lot larger:for that; they're less likely to go outside what they understand
don't mean a lot larger:to be the expectation. So make sure you set up whatever you
don't mean a lot larger:need from them as an expectation and create a space for it.
don't mean a lot larger:Intensives need enough meaty intrigue to get them engaged and
don't mean a lot larger:keep them excited, especially if there's any kind of lag between
don't mean a lot larger:the interview and the onboarding. Lots of learn as you
don't mean a lot larger:go, hands on, engaged kinds of learning is great. Not a lot of
don't mean a lot larger:consequences for mistakes. If you teach them that they can't
don't mean a lot larger:make mistakes, they won't take risks. And if they don't take
don't mean a lot larger:risks, they're not going to bring their best. So make sure
don't mean a lot larger:that there's a buffer system, you know, if they're gonna make
don't mean a lot larger:mistakes, and that they can't send them live to the client,
don't mean a lot larger:for example, then make sure that their deadlines are like a week
don't mean a lot larger:before the client deadline so that they can share with you and
don't mean a lot larger:and really give themselves the space to, to make that mistake,
don't mean a lot larger:and then still have recovery time. Let them meet and chat
don't mean a lot larger:with people in their own way. But make the opportunities easy
don't mean a lot larger:for them create spaces where they can interact or where they
don't mean a lot larger:can bump into people, or where they can just spontaneously
don't mean a lot larger:message people. Send out some bios, this is probably good for
don't mean a lot larger:everybody; send out some bios. So everybody kind of has some
don't mean a lot larger:place to start. Sometimes it's really hard to start a
don't mean a lot larger:conversation, especially if you're an intensive and you
don't mean a lot larger:don't know if the other people will have anything in common
don't mean a lot larger:with you. The audit for an onboarding process. Auditing an
don't mean a lot larger:onboarding process probably takes only like an hour when we
don't mean a lot larger:are auditing just for SIEF type. But it can make a huge
don't mean a lot larger:difference in the in the arrival experience and in the the
don't mean a lot larger:attitude that people have the experience, the initial
don't mean a lot larger:experience that people have, the first impression they have of
don't mean a lot larger:your organization. So absolutely, I can be hired for
don't mean a lot larger:that as well. And then they're there. And then they're on your
don't mean a lot larger:team, and then you can start to hand stuff over to them. And
don't mean a lot larger:then you might need to work on handing stuff over to them. I
don't mean a lot larger:know I always have trouble letting go of stuff. But when I
don't mean a lot larger:do, it's such a relief when I just hand it to someone else.
don't mean a lot larger:I'm like, this is your job. I don't have to think about it
don't mean a lot larger:anymore. So just briefly, thank you for hanging out with me.
don't mean a lot larger:to hire well, it's so important to hire well. And I think it's a
don't mean a lot larger:process that often gets badly neglected. Getting the
don't mean a lot larger:candidates in the door is something that, you know,
don't mean a lot larger:there's an entire recruiting industry out there for it. But
don't mean a lot larger:once the candidates are in the door, are you really handling it
don't mean a lot larger:well? Are you really making sure you're bringing in the right
don't mean a lot larger:candidates? Are you really going through the process in a way
don't mean a lot larger:that's supportive for them. So thank you, thank you for
don't mean a lot larger:considering all of that, in addition to all of the
don't mean a lot larger:everything else that runs your company. If you want to hire me,
don't mean a lot larger:I have a package on my website, which I'll put the link in the
don't mean a lot larger:comments. It's a five session package we do. We do a getting
don't mean a lot larger:to know you, I need to know your company. If I already know your
don't mean a lot larger:company, we might be able to skip that one. Job Description,
don't mean a lot larger:development, interview, onboarding, and then a post
don't mean a lot larger:onboarding, like settling in; a review after about a month or
don't mean a lot larger:six weeks. How's it going? Is there anything that you feel
don't mean a lot larger:like needs to be tweaked or that's weird, and you're
don't mean a lot larger:wondering how you could how you could address it. That's
don't mean a lot larger:something I can help you with too. So that package is
don't mean a lot larger:available on my website. Totally check it out, if you would like
don't mean a lot larger:some support with SIEF hiring, SIEF smart hiring just makes
don't mean a lot larger:things so much better for everybody. And it improves your
don't mean a lot larger:odds of having the right candidate so dramatically, that
don't mean a lot larger:I would really encourage you to consider all of this. Go back
don't mean a lot larger:over it actually work through the questions and the process
don't mean a lot larger:because I know you probably watch this while doing something
don't mean a lot larger:else, or listen to it while doing something else. And once
don't mean a lot larger:you're through it, really see, see how that affects things. You
don't mean a lot larger:know, you're going to, you're going to encounter a different
don't mean a lot larger:perspective on your hiring process when you do this. It's a
don't mean a lot larger:different way of approaching hiring and it really leans in
don't mean a lot larger:the direction of, of holistic hiring; of a kind of whole
don't mean a lot larger:person hiring rather than just hiring for the particular skill
don't mean a lot larger:set you think you need. And I think that's where hiring is
don't mean a lot larger:going. And I'm so glad you're on board with me. I'll talk to you