Today we’re talking about, team and the benefits that it can be for your business. So some of the things are, what are some good questions? How do you come up with the great questions that you want to ask so that, you know, you’re hiring the right people?

Sometimes we think, oh, that would be great. I could hire somebody just like me, but having two of me in a business may or may not be such a good idea, but looking at the best ways to do it.

So I’m going to give you four ways to start looking at how to craft the questions when looking to hire somebody, because it’s very helpful. You want to make sure that when you’re with people that you’ve got the right questions to get the answers that you need. 

Four Things to Remember When Hiring a Team for Your Business

The first thing you need when creating, when you’re looking to hire somebody is you need to know what are the tasks that you were hiring them for.

So first you need to make a list of all of the tasks that you want them to accomplish. That’s step one from that list, then you need to look at number two. Next to the tasks, who do they need to be to accomplish them and or what are the characteristics that they need to have to accomplish them. 

So, for example, if you need somebody who is like a super project manager, who knows, and can manage and juggle all of these things, you need somebody, who’s got a high attention to detail. Having somebody like me, who’s ADHD and squirrely, but very creative may not be the right fit in that position. You’re a very creative person who has ideas, ideas, ideas they might be better off in your brainstorm tank.

Who’s better in your strategy to come to your monthly strategy meetings? Who is great at helping you come up with different things. 

So what you need to understand with the tasks that you have, what are the things that you need to create? 

First, all the tasks, second, who do they need to be to be, as the type person to accomplish it, especially if you’re looking for somebody and you do not like to be micromanaged. I would rather hire someone to be somebody who micromanages me. Or at least if I’ve hired them, they’re the ones that are keeping me on my list. 

The other thing is understanding how you work. I’m an auditory processor. Most of my team know that they’re going to meet with me regularly.

So I can process through verbally all of the things and the projects that we need to get accomplished. So understanding that.

This ties in with number three, which is what are the skills that they need to have to accomplish a given task. So there’s the characteristics, the beings and the skills that they need to have to accomplish the list of tasks that this position encompasses.

Now, if you’re starting out with your first virtual assistant, it might be like everything under the sun, but you also need to understand what are the things that are most important. If you have a higher load of things, let’s say in customer service, they need to have a great personality. Maybe they need to write really beautiful emails to create that relationship and make sure your customers are feeling satisfied versus somebody who might be more for writing your emails and managing and tracking what emails go out. 

When somebody who’s managing the whole picture, the overall operations of your business. These are all different things. Or if you’re hiring somebody who has tech skills, they need to have the tech skills. Understanding how you guys work together. 

So once you have those things figured out the task list, the characteristics of who they are going to be and the skills that they need to accomplish them, then, and only then can you start crafting the questions that you want to ask in an interview. 

And so from that point, you can start looking at what are the questions. You might want to create scenarios. So if you happen to be somebody who does things last minute, maybe you want to make sure that your person is going to be able to handle last minute stuff or is willing to do some things last minute.

This will help you to understand how they are going to work well with you as the head of the ship. So that if you, were like, “oh my goodness, we totally forgot the thing” they would be there to support you and get them done right now. If you’re that type of person, you might need somebody who is willing to bend and flex and flow when those things happen.

It’s always good to try to get things in advance. Sometimes those last minute things do happen.  So creating scenarios, especially from things that have happened in the past, if you’ve had a last minute thing happen. Or how are you going to react in the middle of a launch when the tech goes down, or how are you going to handle everybody. Or nobody got the zoom link. What are the things that are possible scenarios that they might have in their job and how they would handle them? 

That’s one way to create some scenario questions. The other thing is creating some questions that will help you understand where their boundaries lie. Are they going to hold fast? Do you want them to hold that? Which we do. We want to make sure that we’re honoring people’s boundaries and where do they lie? Do they fit in with it?

Let’s say you work late at night. Let’s say you tend to get your most creative stuff at six o’clock in the evening, right around dinner, and you start messaging them. Can you ask them a question? Like if I handle you like, and let’s say they’re an early morning person, can you figure out how to ask a question to figure out the works together? Like, what are the best ways that we should communicate? Always a good question. I prefer texting and other things. I also have slack, but I had somebody on my team who was like, “yeah, we’re going to do everything by email.” And I was like, I hate email. My email boxes are overrun. 

So those are some good questions as well. Whereas some people texting is only for personal stuff. So make sure that the channels are clear when it comes to business. Here’s the business places to communicate with me. I’ll take here and here and not here.

I have a good friend that I’m doing some business with right now. And he very clearly said, we can talk anytime of day, you can ask me business questions during business hours. There’s a nice, clear business. And I had something avenue like eight o’clock at night.

And I was like, Nope, got to ask him tomorrow. Right. So you want to make sure that you honor those things with your team. Another good question that you could be asking them “what would a successful and or satisfying work environment look or feel like to you?” So you have a picture of what it is that they want so that, you know, if your need and what you’re offering as a position will be a good match because you definitely don’t want to take somebody on, who’s going to find themselves in an awkward position. Who’s going to not be satisfied. There’ll be grumbling. Those are all really important things. So just to go over what we said.

A Quick Recap

The things that you need to know when hiring, if looking to create a job or create a new position is to create a list of the tasks, like the stuff that they will be doing. Then once you have that, you can understand who do they need to be and what are the characteristics that they will be so that they can accomplish these tasks, happily satisfied, et cetera. 

And then what are the skills that they need to have to be able to accomplish these tasks? Do they need to know WordPress? Do they need to know your email system? Can they do these things or will they need training? Do they write well, do they speak well on the telephone? 

If you have questions for customer service, do they have a happy chipper personality? What are the skills? And then from that understanding craft situations and scenarios that will help you understand if they’re a good fit, because it’s all about finding the right fit. 

Remember to understand where they have some boundaries. Where boundaries might get crossed and how they would act. If you’re in that, like in the middle of the launch, we have a last minute thing. Is it okay to deal with this? Because we’re going to have that happen at least once. And I want to know, we won’t be launching all year round, but during this time period, are you okay with it? If we set you up in advance, et cetera.

So some type of question like that, if you’re doing a launch and then last but not least.

What would have them feel like they’re in a successful and satisfying. We want happy team members and environments. Have them be an open-ended questions so you can really listen to see if it’s a good fit, if it’s a right match.

If you do this matchmaking well, you may have people that move up in your system and as your business grows, having them at some point, maybe getting a piece of the system because they built the company because they built it so well.

So that’s another thing, is their future? How does that align with where you’re planning on going? Do you see longevity? If you’re looking for somebody who you want to have with you for five years, look ahead for those skills. 

So those are some of the great questions and the things that you can ask to help you hire and find the best fit team members for your business.