M23BuildPeople· Module 6
Hiring
Hires are made in a hurry, through referrals, for a role that was never defined.
- Grow
- Scale
- Stabilise
- People
- ~5 min · Template
The business problem
Small businesses often hire when they are already overwhelmed, from personal networks, based on a conversation. Roles are unclear, candidates are not compared against the same standard, and onboarding is left to chance. Poor hires are then tolerated for too long.
Why it matters
Each hire is a large investment of money and management time. A structured process improves the odds of a good hire and shortens the time to productivity.
What you will learn
- Define the role and success criteria before recruiting
- Use structured interviews and practical work tests
- Check references properly
- Design onboarding that makes new hires productive quickly
Core questions
- What will this person need to deliver in their first six months?
- Which skills can be tested, not just discussed?
- Are all candidates assessed against the same criteria?
- What does a new hire need in their first two weeks?
Work through the module
CaseWhat is happening?
Logistics start-up, 20 people · Illustrative teaching case
A start-up hires three dispatch coordinators through referrals in one month. Two leave within three months. A review finds that the role was never defined, interviews were informal, and new hires were thrown into live dispatch on their first day. The next round uses a role card, a practical dispatch exercise and a two-week onboarding plan.
DecisionWhat does the leader need to decide?
Keep hiring quickly through trusted networks, or slow down to hire against defined criteria?
FrameworkHow should they think about the problem?
Structured hiring
Define the role (outcomes, skills, values) → source widely → screen against criteria → structured interview with the same questions for every candidate → practical work test → reference checks → planned onboarding.
ToolWhat can they use?
Hiring scorecardTemplate
- Role outcomes for the first six months
- Must-have skills and how each will be tested
- Structured interview questions
- Scoring scale and decision rule
- Two-week onboarding plan
ApplicationHow does it apply to their business?
Apply it to your own business:
- Write the scorecard for your next hire before advertising
- Design one practical test
- Plan the new hire's first two weeks
ImplementationWhat changes?
What should change in the business:
- Use the scorecard for every candidate
- Involve at least two assessors
- Hold a 90-day review with each new hire
ReviewDid it work?
How to tell whether the change worked:
- Are new hires passing their 90-day review?
- Has early turnover fallen?
- How long does it take a new hire to become productive?
After this module you should be able to decide
Keep hiring quickly through trusted networks, or slow down to hire against defined criteria?
And leave with: A structured hiring process for your next role.
Sequence · People