Poor Teams Hold Back Your Business: Overcoming Hiring Challenges and Finding the Right People

Are you struggling to find the right people to join your team? Do you face constant hiring challenges like high turnover or employees who just don’t align with your company’s values? These issues can hold your business back, reducing productivity and making it hard to scale effectively. But it doesn’t have to be this way.

Building a high-performing team is not just about filling roles—it’s about finding people who fit your culture and are aligned with your company’s long-term vision. When you can successfully attract, hire, and retain top talent, your business thrives. Today, we’ll talk about strategies to overcome hiring difficulties and provide actionable solutions to help you find the right people for your business. From effective candidate vetting to long-term employee retention, we’ve got you covered.

One of the toughest parts of growing a business is finding employees who not only have the right skills but also align with your company’s culture and values. Hiring the wrong person can be costly—not just in terms of salary and benefits, but also in lost time and productivity. That’s why it’s critical to hire slow and with intention.

This blog was inspired by our "Self-Made Is A Myth" interview with Caleb White. In the interview, we explored the challenges of finding the right people for your team and shared valuable strategies to overcome hiring difficulties, retain top talent, and build a high-performing team.

The Importance of Hiring for Cultural Fit

As a business coach, we often see businesses that are too focused on the technical skills of candidates, overlooking cultural fit . But let’s face it, even the most qualified candidate can negatively impact your business if they don’t align with your core values. A lack of cultural fit leads to friction, miscommunication, and eventually, turnover. In fact, businesses with poor team cohesion often experience higher employee turnover, low morale, and reduced efficiency—all of which hurt profitability.

By hiring candidates who share your vision and values, you’re building a more harmonious and productive team. Think about how much more motivated and productive your team could be if every member was fully aligned with your company’s goals. When you hire people who believe in your mission, you’re laying the groundwork for long-term success.

Overcoming Common Hiring Challenges

So, how do you overcome the typical hiring challenges —such as finding the right candidates, reducing turnover, and keeping employees engaged? It starts with having a solid recruitment process. A successful hiring process doesn’t leave things to chance. Instead, it focuses on identifying key traits that align with your company’s culture while also ensuring candidates have the necessary skills for the job.

Here are a few tips to help you streamline your recruitment process:

1. Define Your Core Values: Before you can hire for cultural fit, you need to be clear about your core values. What does your company?stand for? What behaviors and attitudes are important to you? Defining these will allow you to screen candidates more effectively.
2. Create a Detailed Job Description: A well-crafted job description should go beyond listing tasks. It should reflect your company’s values and culture, so potential candidates understand what’s expected of them not just in terms of skills but also in terms of mindset.
3. Ask the Right Interview Questions: During interviews, ask questions that assess whether a candidate’s values align with your company’s. For example, ask about situations where they had to make a tough ethical decision or how they handle feedback. Their answers will give you insights into their character and whether they’ll be a good fit.
4. Test for Both Skills and Fit: It’s tempting to focus solely on technical skills, but don’t forget to test for cultural fit. Consider incorporating team exercises or personality assessments as part of your hiring process to see how candidates will work within your existing team dynamics.

Retaining Top Talent

Hiring the right people is only half the battle. Retaining them is just as important. High turnover is costly, so it’s crucial to focus on creating an environment where your employees feel valued and engaged.

Here’s how to retain top talent:

1. Offer Professional Development Opportunities: Employees want to grow, and providing them with training or development programs helps them do that. It also shows that you’re invested in their success, which increases loyalty.
2. Recognize and Reward Success: Employees who feel appreciated are more likely to stay. Implement a recognition program that highlights achievements, both big and small, to foster a positive company culture.
3. Provide Competitive Compensation: While company culture is critical, compensation remains a major factor in retention. Make sure your salary and benefits packages are competitive to keep your best employees from looking elsewhere.
4. Conduct Stay Interviews: Unlike exit interviews, stay interviews are proactive. Ask your current employees what makes them stay and what might make them leave. This will help you identify potential issues before they lead to turnover.

The 10-Step Recruiting Process for Hiring the Right People

Hiring the right team members is crucial for business success. The 10-step recruiting process outlined below ensures you’re bringing in candidates who align with your company's values and meet the skills and competencies required for the job. Let’s break down each step in detail.

Step 1: Setting the Timeline

To ensure an organized and timely recruitment process, it’s essential to set clear deadlines and schedules.

• Start Date: Determine when you need the new hire to start.
• Group Interview: Schedule a group interview with your core team.
• 1-on-1 Interviews: Set dates for individual interviews with key stakeholders.
• Ad Placement: Allow at least two weekends for the job ad to be posted and begin receiving applicants.

Step 2: Define What You Want

Before writing a job ad, clarify exactly what you're looking for in a candidate.

• Job Description: Write a clear and detailed job description that outlines responsibilities and expectations.
• Ideal Candidate Profile: Define the traits, skills, and experience your ideal candidate would possess.
• DISC Words: Choose specific DISC personality traits you’re looking for to match the role.
• Compensation: Determine and finalize the salary, benefits, and perks for the position.
• KPIs (Key Performance Indicators): Outline what success looks like in this role.

Step 3: Fill the Funnel

Start by crafting a compelling job ad to attract potential candidates.

• Write the Ad: Incorporate the DISC traits identified earlier to appeal to your ideal candidates.
• Team Review: Have your core team review the ad to ensure it accurately reflects the role and the company’s values.

Step 4: Advertise the Job

Once the job ad is finalized, it’s time to get the word out across various platforms.

• Job Boards: Post on relevant job boards where your target candidates are most active.
• Social Media: Share the job opening on your company’s social media channels.
• Website: Include the job listing on your company’s website.
• Email Campaigns: Use email newsletters to inform your network of the position.
• Referrals: Encourage your employees to refer potential candidates.
• Recruiters: Partner with recruiting agencies, if necessary.
• Hiring Platforms: Utilize platforms like Hiring Steps to streamline the application process.

Step 5: Video and Phone Screening

Once you start receiving applications, it’s time to screen the candidates.

• Step A: Review Applications: Listen to video responses (if applicable) or review resumes and cover letters to create a shortlist of candidates.
• Step B: Conduct 20-Minute Calls: Perform a quick 20-minute phone screen with shortlisted candidates and score their answers based on key criteria.

Step 6: Group Interview

The group interview is designed to assess cultural fit and how well candidates align with your company’s vision.

• Core Team Involvement: Identify who from your team will participate in the group interview.
• Presentation: During the interview, present the company’s vision, values, purpose, and the specific role to the candidates.
• Structured Questions: Prepare structured interview questions that align with the company’s goals and core values.
• Ranked Shortlist: After the group interview, rank the candidates based on their performance and alignment with DISC traits.

Step 7: Final Filter

At this stage, you’ll further assess the top candidates to ensure they are the perfect fit.

• DISC Assessment: Have candidates take a DISC personality test to evaluate how their traits align with the role.
• Skills Test: Administer a test to assess the candidate's core skills and competencies.
• Cultural Fit: Evaluate the candidate’s alignment with your company culture and vision.
• 1-on-1 Interviews: Conduct individual interviews with shortlisted candidates and determine your #1 choice.

Step 8: Background and Reference Checks

Before making an offer, it’s essential to verify your top candidate’s background and qualifications.

• Reference Checks: Contact past employers or colleagues to gather insights into the candidate’s previous performance.
• Background Checks: Run necessary background checks to ensure there are no red flags.
• Criminal Checks: Complete any required criminal background checks for the role.

Step 9: Making the Offer

Once the top candidate has passed all assessments and checks, it’s time to make an offer.

• Step A: Verbal Offer: Call the candidate to extend a verbal offer and confirm their acceptance.
• Step B: Written Offer: Send a formal written offer, including salary, benefits, and job details, and ensure you get a signed copy from the candidate.

Step 10: Onboarding Process

Onboarding is critical to ensuring your new hire’s success within the company.

• Start Date: Start your new hire on a Tuesday, giving them a shorter first week to ease into the role.
• First-Day Experience: Plan a warm, welcoming first-day experience that introduces them to the company culture.
• 90-Day Induction Program: Implement a structured 90-day induction program to gradually integrate the new employee into the team.
• Employee Handbook: Provide a comprehensive employee handbook to guide them through company policies and expectations.
• 1-on-1 Meetings with Core Team: Schedule 1-on-1 meetings with key team members to help them build relationships and understand their role within the organization.

By following these 10 steps, you can streamline your hiring process and ensure you’re attracting and retaining the right people who will help drive your business forward.

The Role of a Business Coach in Building Strong Teams

As a business coach, our role is to help you implement these strategies so that your business can attract, hire, and retain the right people. A business coach provides an objective perspective and can offer tailored solutions to address your unique hiring challenges. Whether you're struggling with recruitment, team cohesion, or employee retention, a business coach will help you fine-tune your processes and align your team with your company’s vision.

Building a high-performing team doesn’t happen overnight, but with the right strategies and support, it’s entirely achievable. If you’re ready to overcome your hiring challenges and build the team your business deserves, book a complimentary discovery call with one of our coaches today. Together, we’ll help you attract, hire, and retain top talent, allowing your business to grow with confidence and purpose.

At TBC ActionCOACH of Indiana, we’re here to guide you every step of the way. Let’s transform your hiring process and take your business to new heights.

Book your free consultation today using this link https://tbcactioncoach.com/discovery-zoom-call/?