Now, we’re preparing for our pre-meeting. This meeting is the meeting before they start working for you, but after you’ve hired them. You’ve said yes, and all that good stuff, and this is after you’ve already prepared the checklist, and they’ve signed everything. There are three steps to this, and we’ve made it easy for you to remember: P.R.E.
P is for Processes
R is for Results
E is for Expectations
This will help you prepare for your new hire and what they will be doing.
For processes, think: what processes will your new hire need? Whether that’s how to upload into social media software, or what your scheduling preferences are, if they’re coming on as an assistant.
For example, Chelsea knows, I only take clients from 10-3 unless they’re an international client or a client who works full time and can’t make those hours—but that’s it. So what do they need to be aware of as to how to do things in your business? And not only what do they need to be aware of, but they also need to be shown how to do these things.
Next is results. What results will you be measuring them up against? This one is really important, and a reason why I’ve had pretty awesome results with hiring.
So I use this example of a social media person a lot. You hire somebody to come on and grow your followers they can technically do that by adding five followers a week, and you get upset with them because it’s not what you expected, even though it’s what you hired them to do.
So think about what is important to you in this position, and what results you want to see, and have it be a conversation. A lot of times the people you’re hiring are experts in their area, and so if you say “I want a thousand followers a week” and you have fifty followers right now, you’re basically setting them up for failure. You want to make a compromise, and you want to be sure that you’re measuring them in a way that shows how successful they are in the job. And what’s important is that you also need to track the progress, and I have a simple spreadsheet for most of these opportunities and how successful or not it is, and that way it’s not gonna be an “I can’t believe you didn’t grow our social to whatever it’s going to be.” And if they don’t achieve those goals, is it because they needed something from someone and it delayed the process of getting it out? How do we make sure that we don’t fall short of our results?
Lastly and one of my favorite topics is expectations. What expectations will you have of them? This can be specific to their position, so the result that you’re holding them to is an expectation. For example, if you have weekly meeting times, you can tell them that you require everyone to come to the weekly meeting time.
Also, how do you like to communicate? I swear every client I bring on fails to do this. My clients will say “My team is pinging me all over the place, they’re messaging me on messenger, and Slack, and Asana, they’re Voxing me, they’re texting me.” And I always ask how my clients communicate with their team. If you’re using all those platforms to talk to them, then they will use all those platforms to talk to you. All my clients have had this experience.
If you want your team to communicate with you a certain way, then you have to communicate with them the same way. For example, I talk to my team primarily through Slack, and if not Slack, then Voxer. This way, I can stay organized, I don’t have to scroll through seven different types of communication trying to find what was discussed.
Your call to action is to design your PRE meeting script for who you’re looking to hire. Lay out the expectations, and the processes and results will change for the position.