When you’re building a Legacy Business, you have to hire the right team. Unlike your peers in a Profit Business, your hiring goal is to quickly find people who are even more amazing than you. In seeking to create a sellable business, you must ensure your business can thrive without needing you to assume critical roles.
So how do you find those amazing people?
Last month in Building Your Business, we talked about assessing your current business roles, picking one position to outsource and preparing to hire by understanding the responsibilities of the role. Now we’re ready to get into the details of how exactly you find and hire that perfect person for your legacy business.
Be Crystal Clear About The Role
With a Legacy Business, you’re not just hiring a temp who’s punching the clock. You’re looking to find someone who will blow you out of the water. Someone who’s motivated to go above and beyond, to innovate and to do a better job than anyone you currently have on your team.
So Step 1 is creating a role description that excites that exact person and deters everyone else.
If you’ve gone through the process of taking on the job responsibilities yourself for some time, you should have a very clear idea of the skills involved, the challenges, the success metrics and the personality traits required. If someone else on your team has been filling this position, involve that person heavily in the creation of a role descriptions.
You’ll of course want to specify the basics–job title, location, number of hours needed, education requirements and other details. But then you want to get very specific:
- What’s an accurate summary of what this role currently entails and may entail in the near future?
- What are the responsibilities and duties of the position?
- Does the person need to have a car? Be able to travel? Be available at odd hours?
- What does success in this role look like, and how is it measured?
- How would you describe the perfect person for this role?
In addition to the polished version advertise to the world, create an expanded, internal version of your job requirements. Include details like
- An ultra-specific list of duties;
- Must-have personality traits and soft skills and
- Desired salary range.
Go Where Your People Are