What Really Happened In My Business While I Was On Vacation?

If you’ve been following the podcast, you’ll remember in Episode 21: How Will My Team Manage Without Me?, that I recently went on a trip to Australia for almost 3 weeks. We promised a follow-up of what really happened–and there was a lot to talk about, so we recorded the conversation in today’s podcast.

While I was gone, my managers, Emily and Christina, had to manage the studios, create our August sales goals, keep the team motivated, and … hire a new employee. They did all this without me! How did they do it?

Since we already had a hiring process in place (learn more about it here), it wasn’t difficult for them to follow it and find success hiring someone. Creating systems for your business is really important and this scenario clearly demonstrates why.

If you went out of town on an epic vacation and needed to hire someone while you were one, could your team do it? Do you have a hiring process in place?

Listen to the podcast on Apple Podcasts, Google Podcasts, Spotify and 7 other platforms.

Follow me on Instagram and see what I’m working on in my business each day @shesonhertoes

I’m super-passionate about leading and managing my hardworking team.  Check out my courses How To Hire A Rockstar Team and 5 Days to Time Freedom to keep developing your leadership skills.

Podcast Episode 17: Is it possible to find more time each day? Part 2

Last week, we talked about how doing lots of things, doesn’t necessarily mean your business is benefiting.  In fact, you might be doing your business more harm than good by doing everything yourself and not delegating work to others.

This week, we finish the conversation (We talked so much that we split the episode into two parts!) by talking more about how to delegate effectively.  We even share some of our delegating fails, what we learned, and why we’ll never repeat those mistakes again.

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And finally, we share how we create our ideal day–the ultimate goal of the 5 Days to Time Freedom Course.  What would your ideal day look like?

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Get your ideal day by checking out the course: 5 Days to Time Freedom.

And follow me on Instagram @shesonhertoes for even more insights on the podcast and what’s going on in the business … there might be an occasional bulldog pic too!

Podcast Episode 11: How to Manage Millennials When You’re Old AF

Millennials, or the generation born between 1981 and 1996, will make up about 75% of the workforce in 2025.  That’s just 7 years away.  And we’ve all heard some pretty negative criticism about this group—they’re unfocused; entitled; demanding; and addicted to technology.

Are these stereotypes?  Maybe. Maybe not.

It doesn’t really matter because these are the people who will be moving businesses forward.

The single thing that separates Millennials from previous generations is technology.  So, while my generation was outside playing with sticks, millennials had these crazy things called smart phones that gave them unfettered access to the Internet.

When you’re old AF, how are you supposed to lead this group of so-called millennial workplace misfits? How can you manage millennials to successfully run your business and ultimately find their own success?

And the most important question on everyone’s mind … Why can’t millennials empty the vacuum cleaner?!  We talk about it all on the latest podcast.

Click here to listen to the She’s On Her Toes Podcast.  

Have you checked out my course, How to Hire A Rock Star Team, yet?

team

Leave fear, frustration, and your past hiring mistakes behind to transform your business.    How to Hire a Rock Star Team, is for anyone serious about building a solid team of amazing employees to run your fitness business for you.  It’s the same process I’ve used to build my team of 20 … that’s them in the picture!

Podcast Episode 8: How to Hire A Rock Star Team, Part 2

We talked so long last week about how to hire a great team, that we split the discussion into two parts.  Join us for the second half of our discussion on how to hire the right team of employees for your business …

If you’ve already read the book, She’s On Her Toes, you’ll remember the definition of a fitness business, but let’s just refresh:

“A fitness business is a commercial, profitable enterprise that can be run without you so you can be a role model in the health and fitness community you are creating.”

To get your business to run without you, you’ll have to be a true leader and create the vision, mission and culture for your employees to follow.

Taking the time to write your business Vision, Mission and Culture statements is the most valuable process you can complete when it comes to building a team because it establishes clear parameters for who you want to hire. If a candidate you interview doesn’t agree with any part of your Vision, Mission and Culture statements, then they aren’t a good fit for your business.

It’s great to talk about why it’s important to hire a great team … but … how do you actually go about hiring these amazing individuals?

Did you know I have an online course, How to Hire A Rock Star Team?  Yep!  I do!

The course is a comprehensive, step-by-step plan to create your own hiring process.  There are 15 lessons complete with videos, audio lessons, and worksheets.  This is the exact same process that I went through to create my own hiring process, so I know it works.  It’s the exact same process that I use today when I’m looking to interview or add a new member to my team.

In the course, you’ll learn how to create an environment that attracts only the RIGHT employees to work in your business.  You’ll also create a complete hiring process including how to:

  • Write an exciting job description
  • Post a killer advertisement
  • Conduct the perfect interview
  • Ask the right interview questions

I talk non-stop about how hiring the best team is literally THE MOST IMPORTANT THING you can do for your business.  It is!

In fitness (and most membership-based businesses), you can’t promote yourself to a successful business.  Meaning, even if you had the most awesome deal or promotion, it will be a total flop, if you don’t have the right team to sell and deliver an incredible experience to your prospective clients.

It’s all about the experience!  Who offers the best experience?  The best employees!  That’s right, people provide the best experience.  Not promotions!

And how are you, the over-worked and over-whelmed small business owner supposed to do it all?!  You can’t. This is why it’s so important to hire the right team to help you out.

While the course is designed for fitness studio owners, the same principles apply to any small business owner and even some large business owners.

Be sure to check out the amazing bonus materials … they might just be better than the course itself!  And … I also have a list of THE BEST interview questions to ask to hire the right employee.  There are some questions that I use specifically to hire for my fitness studios.

Click here to purchase:  How to Hire a Rock Star Team

Click here to listen to the She’s On Her Toes Podcast on iTunes or Apple Podcasts

Podcast: Episode 7, How to Hire A Rock Star Team, Part 1

I take full responsibility for my business successes and failures.  I made all the decisions to shape my business.  But it wasn’t until I looked at running my business differently that great things really started to happen for me.

See, the definition of a business is:

A commercial, PROFITABLE, enterprise that works…WITHOUT YOU.

This means that you are free to work ON your business not IN it.  The business is fully functioning without you.

–Brad Sugars, Founder of ActionCoach

Does that describe your business?  Can you stay home or go on vacation and everything will happen without you?  Will the doors be unlocked and clients served? Will you see money deposited into your bank account?  If the answer is no, then you own a job, not a business.

Once I realized how important it is to hire the right team and give them the responsibility of running my business, then things started falling into place.  Hiring the right team is the difference between owning a job and owning a business.

And in Episode 7, we talk about how to hire a rock star team.  We’re not looking to hire warm bodies to go through the motions.  We want rock stars that strive for excellence and make the business great.

 

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I love this picture of my Team!  They gave me a framed copy for Christmas last year.  It’s in my office–this is the view from my desk.

There are two very important personalities that every business should have.  According to Mark C. Winters, author of Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business, every business needs both a Visionary and an Integrator.  Once these two people are working together, that’s when great things start happening.

The Visionary comes up with the big ideas, but within the Integrator they will fall flat.  Why?  Because the Integrator knows how to execute.  Both roles are critical for a business to grow and succeed.

Rocket Fuel: The One Essential Combination That Will Get You More of What You Want from Your Business 

Here’s the link to take the quiz and find out if you’re a Visionary or an Integrator.

Can you guess who the Visionary is in my business?  Who’s the Integrator?  Listen to the episode and learn which roles Emily, Christina, and I fill.

Click here to see if you’re a Visionary or an Integrator.

Click here to listen to the She’s On Her Toes Podcast on iTunes and Apple Podcasts.

Don’t forget about the Build A Better Business 5-Day Challenge!  It’s not too late to start.  Click here to learn more.

Build A Better Business 5 Day Challenge

As business owners, we wear a lot of hats—CEO, Director of Marketing, Scheduler, Head Janitor, Costco Supply Shopper—the list goes on.  But seriously, can someone please let me retire from IT Specialist?!

Do you find yourself exhausted at the end of each day … but haven’t made a dent in your to-do list?  Does it seem like you’re working just to pay American Express?  Are you on the verge of massive burnout?  #beenthere

Then, the Build A Better Business 5-Day Challenge couldn’t have come at a better time for you!  The Challenge starts, Monday, May 14th!

Oftentimes, as busy business owners, we are so focused on the day-to-day and getting our massive to-do lists complete that we fail to recognize if all this work we’re doing is really moving our businesses forward.

What do I mean by that?  Well … if you’re doing lots of things, that doesn’t necessarily mean your business is benefiting.  In fact, you might be doing your business more harm than good by doing everything yourself and not delegating work to others.

Yep.  It’s time to take a cold, hard look at how you can build a better business over the next 5 days and whether it’s time to hire an employee to help you take your business to the next level.  Each day, I’ll walk you through a quick, mini-lesson, on how to become more effective and efficient in your business.  You’ll spend about 15 minutes each day making some small improvements—these are the exact steps I took before I took a big leap forward and hired enough employees to help me run my business.

The Challenge starts Monday, May 14th.  Here’s what you can expect over the 5 Days …

Day 1: Find the Remedy to Never Having Enough Time  

I’ll show you how you can easily and quickly determine where you’re spending your time. This is gold!

Day 2: Prepare for Change

Even after 1 day, you’ll be ready to make a change to build a better business.  I’ll walk you through how to plan and prepare.

Day 3: Create the Right Business Environment

“If you build it, they will come.”  Right?! Yes!  I’ll help you get started on an important step before considering hiring a new employee.

Day 4: Double Down on Extra Time

At this point, you will have extra time.  I know it seems too good to be true!  I’ll help you determine the best way for you to maximize your priorities as a business owner.

Day 5: Design Your Ideal Day

No explanation needed!  You’ll create your ideal schedule and I’ll give you the tools to actually make it happen. #forreal

Completing these 5 steps was a huge eye-opener!  And … totally transformed the way I worked in and on my business.

All you need is about 15 minutes each day for the 5 days starting Monday, May 14th.  Are you ready to build a better business?  Are you in?!

I’m in! I want to Build A Better Business!

Click here to receive access to a special Challenge Google Drive with each day’s quick, mini-lesson.  Remember … you’ll only spend about 15 minutes each day building your better business.  I’ll also be on Instagram Live at 6:00 AM EDT to walk you through the steps.  6:00 AM!  I know, but it will be great to start the day off thinking about all the good things you can do to make your business better … and it was the only time that I could consistently join you for these messages all week.  For you night owls … just watch the videos later in the day.  No big deal.  Follow along @shesonhertoes on Instagram.

Click here to gain access to the Google Drive with all 5 mini lessons to Build A Better Business!

How to Hire Amazing Teachers for Your Fitness Studio

If you’re a regular reader of this blog, you have hopefully gained an appreciation for some of the unique opportunities and problems of owning a boutique fitness studio.  One of the most obvious from a management perspective is that you need to hire and build your team with individuals filling two main roles: sales/customer service and teaching.

Since both of these roles demand entirely different skill sets, this can be a challenge.  There are like a zillion books, courses, and articles on how to hire and train someone in a sales role.  However, there isn’t much out there to guide you as you seek to hire amazing teachers.  This is super unfortunate, because training a teacher is a huge investment of both your business’ time and money—both of which are extremely valuable!

Because of this large up-front investment, hiring teachers can be risky, especially since you don’t really know how long they’ll be under your employment.  Teaching fitness is often a side gig for many, and myriad factors can impact a teacher’s availability, including change in life circumstances, change in job, or a move out of town, just to name a few.

In my book, She’s On Her Toes: How I Started A Business, Expanded It, Almost Lost It, And Got Back On My Toes, I explain my hiring process from start to finish and discuss why it’s imperative to create the culture of your business before your employees do it for you.  As discussed in the book, your employees will have all kinds of ideas about what the culture of your business should be—and they are usually bad ideas—so you have to step in as the leader of the organization and define the culture from the top.

Click here to buy the book

In my course, How to Hire a Rock Star Team, I walk you through how I created my hiring process and take you through each step.  It’s a comprehensive process and after completing the course, you’ll have your own hiring process complete with an exciting job description and killer ad.  And perhaps more importantly, you’ll know where to place that ad, how to conduct a great interview, and how to ask the right interview questions.  The best part … once you’ve created a hiring process, it’s yours to keep.  You can use it over and over again, every time you need to grow your team.

Click here to check out the course

But … many of you have been asking how I hire teachers, which neither the book nor the course specifically discussed … until now!

I recently sat down with my manager, Emily, and one of my longest-serving teachers, Traci for a video discussion on how to hire amazing teachers.

She's On Her Toes Platform Training

I love this picture from a training–Emily, Traci and I are all in it.

We talked about what makes an amazing teacher and how to identify those qualities in an interview.  We also talk about how to take a good teacher to great, as well as how teachers can stay motivated to keep learning and improving.  Finally, we share one thing that almost all of our teachers have in common—where we found them—it almost seems like we cracked the secret fitness teacher hiring code.  If a potential teacher candidate has this on their resume, I will always make time to interview them.

And this video is now part of a new Bonus Section of the course!

The new How to Hire a Rock Star Team Bonus Materials include:

  • Access to a Private Facebook Mastermind Group (if you want)
  • How to Hire Amazing Teachers Video Roundtable Discussion

It occurred to me that some of you would prefer to ask questions in private outside of a Facebook group, so I’ve also added 2 chances to meet with me directly to help you grow your team including:

  • 30-minute video call with me to fine tune your ad
  • 30-minute video call with me to fine tune your interview questions

You’ll have to check out the course to watch the video … But, our big takeaway from the discussion was that hiring a teacher or someone for a creative role isn’t much different from hiring for a more traditional sales/customer service role.

Making sure that each and every new employee you hire is a fit for your business’ culture is THE most important thing to ensure their success in your organization.  As the owner of a fitness business, you want to look for characteristics and values in your potential teacher candidates, and the teaching just falls into place—with a lot of practice, of course!

I hope you’ll check out the course and utilize all the amazing new Bonus Materials—it was so fun to create the video with Emily and Tracy!

I am super passionate about my team and working together to grow our studios and create an amazing client experience.  That’s why I created the course, because every fitness studio owner should have a great team and a great business.  It takes a lot of work, but once you build the foundation, it makes owning your business more rewarding and frankly, more fun!

Click here to buy the book, She’s On Her Toes: How I Started A Business, Expanded It, Almost Lost It, And Got Back On My Toes

Click here to learn more about the course, How to Hire a Rock Star Team

 

How I Put My Past Hiring Mistakes Behind Me

“It’s time to put your past hiring mistakes behind you and only move forward …“  At least that’s what I told myself when it became clear that my business was on the verge of bankruptcy.  I had made a huge mistake and hired someone who proved they could not be trusted.

Two years ago, my business was a mess.  It seemed like a revolving door of employment.  People came in, worked a few months or maybe a year, and then they left, leaving me constantly looking for replacements.  And worse, I was in a never-ending state of training.  It was exhausting, un-fun, and I didn’t want to do it anymore.

I could no longer remember why I wanted to open my business in the first place.  The romantic fantasies of being my own boss, setting my own schedule, and living a more balanced life had long been forgotten—sucked out that revolving door!

Are you nodding your head reading this?  Does it seem like I’ve been describing exactly what it’s like in your business?

If you’ve been burned in the past, hiring someone who quit unexpectedly or did worse damage to your business, it’s time to put those past hiring mistakes behind you.

If you’ve been stuck in the mindset that you have to do everything in your business otherwise nothing will get done, it’s time to close the revolving door—for good.

How … By only hiring the right employees for your business.

But what does that mean, exactly?  It means, you must create a hiring process that you will use every time you need to hire someone to fill a role in your business.  Once I created a hiring process that was specific and unique to my values and business vision, I was able to determine who was a good fit and who wasn’t.

When you create a hiring process, it will give you confidence when adding to your team.  For me, it was a total game changer and allowed my business to increase revenues, profits, and what might be the most important thing for me—I didn’t have to work 80+ hours a week.  Cue the angels singing from heaven!

How to Hire a Rock Star Team

After I wrote my book, She’s On Her Toes: How I Started A Business, Expanded It, Almost Lost It, And Got Back On My Toes, I got a lot of feedback that the book was great but … you needed more help creating a hiring process.

The most common comment was, “Where do I start?”

Next was, “It all seems overwhelming … and I’m not sure where to start.”

Ok, ok.  I get it!  When you don’t know where to start, things do seem overwhelming and … then you don’t know where to start.  And you’re just stuck.

I don’t want anyone to be stuck.  Because frankly, it sucks.  Being stuck is a waste of your time.  You always want to be moving your business forward.

That’s what my new course, How to Hire a Rock Star Team is all about!

Click here to check it out:  How to Hire a Rock Star Team

The course is a comprehensive, step-by-step plan to create your own hiring process.  There are 15 lessons complete with videos, audio lessons, and worksheets.  This is the exact same process that I went through to create my own hiring process, so I know it works.

In this course, you’ll learn how to create an environment that attracts only the RIGHT employees to work in your business.  You’ll also create a complete hiring process including how to:

  • Write an exciting job description
  • Post a killer advertisement
  • Conduct the perfect interview
  • Ask the right interview questions

I talk non-stop about how hiring the best team is literally THE MOST IMPORTANT THING you can do for your business.  It is!  But if you’re still not convinced and think that … oh maybe marketing is more important, I challenge you to ponder this scenario …

Right now (January, February, March) is the busiest time of the year for any fitness studio owner.  This is it!  Now is the time when we have to work to get as many people into our studios because they are most motivated to workout and commit to their health and fitness.

But here’s the thing … you could have the most amazing promotion to bring new clients through your doors.  But … if you don’t have a great team to greet them, offer them an amazing experience, sell them the right services and products, treat them like family, and welcome them into your fitness community, those clients won’t stick around.  And all your marketing efforts were wasted.

In fitness (and most membership-based businesses), you can’t promote yourself to a successful business.  It’s all about the experience!  Who offers the best experience?  The best employees!  That’s right, people provide the best experience.  Not promotions!

And how are you, the over-worked and over-whelmed small business owner supposed to do it all?!  You can’t.  This is why it’s so important to hire the right team to help you out.

While this course is designed for fitness studio owners, the same principles apply to any small business owner and even some large business owners.

I will be on InstaLive later today, at 12:00 PM EST, to talk more about the course.  And on Facebook Live on Wednesday, 9:00 PM EST.  Specifically, I’ll talk about how to get the most out of the course and about the 2 add-ons for purchase.  The add-ons are really great!

If you have any questions, please DM me @shesonhertoes  or email [email protected] and I’ll answer them live.

Click here to purchase:  How to Hire a Rock Star Team

 

 

I’m Interviewing Someone: What the heck should I ask them?!

The only thing worse than preparing to be interviewed, is preparing to interview someone.  I mean, what the heck are you supposed to ask them?!

Should you try and throw them off with “If you were an animal, what would you be?”  Or test their reasoning skills with something like “How many quarters fit in a school bus?”  It’s tempting to ask some off-the-wall stuff, but what do those kinds of crazy questions really help you understand about the candidate?  When you only have a limited amount of time for an interview, every question counts.  Each question should be prepared in advance to help you better understand if the candidate should be hired or not.

When conducting an interview, there are 3 types of questions that will help you determine if the candidate is the right fit for the job and your business.  First, you want to find out how they think they’ll add value to your business.  Second, you want to understand how they’ll overcome any challenges that come with the position.  And finally, you want to evaluate what types of questions they have for you.

How will you add value to my business?

This seems simple enough, but it’s easy to dance around this topic in an interview.  As an employer, I’m most interested in learning why someone has applied to work for me and why they think they’d be a good fit.  In other words, why should I hire you?  What makes you the best choice?

Typically, I like to ask an open-ended question like this: “Tell me what you know about (insert the business name) and why you would be a good fit to work here.”

Asking an open-ended question gives the candidate plenty of opportunities to show they’ve done their research on your business and understand what makes it unique.  This type of question also allows the candidate to highlight their strengths and any prior experience that is relevant to working for you.

It’s a softball question, yet you’d be surprised—many people simply don’t put in the time to learn about the companies at which they interview—which makes it really easy to separate someone seeking a job from someone who is genuinely interested in working at your business.  If I interview someone who can’t articulate what my business does or how they’d contribute in a positive way, then I will not be hiring them.

Do you get easily discouraged?

Every job has its challenges.  During an interview, it’s important to understand how a candidate would overcome these challenges and not get easily discouraged.  The best way for an employer to figure this out is asking the candidate to explain past experiences in which they overcame adversity or demonstrated the ability to meet a challenge head-on.  Questions like:

Tell me about a time when you started working on a project only to be told later that there were major changes.  How did you handle that?

Have you ever found a mistake in something you were working on?  What did you do to fix it?

Tell me about a time where you were confronted with a big obstacle or problem to get something finished.  What happened and how did you deal with that?

Tell me about a time when you were frustrated at work.  What did you do to overcome this?

Candidates should be able to easily articulate past examples from work or life that demonstrate they are capable of being flexible, handling stressful situations, and moving on from past mistakes.  The more detail given, the better.  Everyone has countless examples of overcoming adversity or meeting a challenge.  If the candidate finds it difficult to answer these types of questions, they either aren’t prepared or are afraid to be honest about how they handle problems—not qualities I’d be looking for when building my team.

What questions do you have for me? 

This question might be the most overlooked in an interview, but it is important to give the candidate a chance to get their questions answered.  Or … for you, the employer, to see if the candidate is prepared and has intelligent, thoughtful questions.  If the candidate asks questions directly related to something previously discussed in the interview, then I know they are actively engaged and interested in working for my business.

Having the candidate ask you questions is a great way to figure out if this person is really passionate about working for you, or they simply want a job and a paycheck.  If someone doesn’t have any questions for me at the end of the interview, I know they aren’t serious about working for my business.

Each question in an interview should help you make the decision about whether to hire someone or not.  First, you want to find out how the candidate thinks they’ll add value to your business.  Second, you want to understand how they’ll overcome any challenges that come with the position.  And finally, you want to evaluate what types of questions they have for you.  By asking interview candidates questions in these 3 categories, you should get closer to making that final hiring decision with confidence.

5 Steps Every Employer Should Follow During an Interview

If you’re a regular reader of this blog, hopefully you’ve realized that the core message I’m trying to communicate is that in order to run a successful business, you MUST hire a great team to run it for you.  This means that your team runs the day-to-day operations, freeing you up to think of “what’s next” or any other “big picture” ideas that will lead to more innovation for your clients.  I’m excited to announce that we just had a chance to prove that our hiring process still works … because we just held some interviews to hire one more front desk associate.  And we found a great candidate who will be a good fit for my team and my clients!

In my book, I go into detail about the hiring process that I’ve used to build my amazing team.  In my workbook, you have the opportunity to create your own process specific to your business.  But here are the 5 most important steps every employer should follow when holding an interview …

Hold a Group Interview

Group interviews are great because they save you time and you can see how the candidates react to each other.  Are they too aggressive?  Are they rude?  Did one cut another off to get more talking time in?  Did one just say the same things as the others without coming up with original answers?  All great things to learn as you’re building your Team.  Did I mention, group interview save you time?!

 Have 2 People Conducting the Interview

Having 2 people conducting the interview is really beneficial because one person can do the talking and ask the questions, while the other can take notes and focus on each candidate and their behavior.  I’m sure many of you have interviewed someone and you’re so focused on what the next question is and what’s coming up next that you don’t really listen to the answers the candidate is giving.  Having that second person ensures that you’ll be able to focus on the candidates and what they’re saying and doing—and how that might help or hurt your business.

Rank Your Choices Before the Interview

Staying organized throughout the interview process is key.  And ranking your choices before the interview helps keep the process manageable.  One of the benefits of ranking each candidate on a 1 to 10 scale is that you can compare and contrast your feelings about each candidate to help you make the best hiring decision.  For example, if one candidate enters the group interview with a 1 ranking, but another candidate was more impressive after you meet them in person, you have some good information to review and analyze to make the best hiring decision.  If a candidate enters with a top ranking and is the most impressive, then you can feel pretty confident you’ve found your ideal hire.  Going into an interview with an idea of who would be the best fit and most qualified is important.  Using the interview to confirm your rankings is a great validation.  If you’ve already ranked your choices, you can easily tailor your questions to each candidate so the candidates can either continue to support their high ranking or reveal that they actually aren’t the right fit for your business.  This is a really important step!

Give the Candidate an Out

This might sound mean, but I always have a point in the interview where I say, “If any of this doesn’t sound good, you are welcome to leave.  We totally understand that this might not be the position for you.”

No one has ever left because, of course, my business is amazing and working for me would be your dream come true—ok, just kidding.  But no has one left.  If they did, that would be totally fine.  It would ensure that I was only selecting the best people that WANT TO WORK FOR ME.  Another self-selection point reached.

Follow Up with an Exit Questionnaire

In an interview, the employer has all the power, so it’s important to let the interview candidates have the last word.  Allowing each candidate to complete an exit questionnaire gives them the opportunity to tell you anything they maybe didn’t get across or emphasize during the interview.  In my experience, highly ranked candidates take this last step seriously further expressing their interest in your business and confirming that they are the right fit.  And anyone who isn’t the right fit … will communicate something totally bizarre and give you another reason to not hire them.

Taking the time to incorporate these 5 steps into your next interview process will greatly increase your chances of hiring the right employees for your business.  As I mentioned at the beginning, in order to be a successful business owner, you MUST have your team running your business and completing the day-to-day tasks.  This allows you to focus on “what’s next” and keep your business relevant and exciting for your existing and future clients.

But if I’m interviewing someone, what the heck should I ask them?!  What are the most important interview questions?  I’m so glad you asked …  I’ll discuss how to create a list of interview questions that lead to great hires on Thursday.

Until then, stay on your toes!

Check out my book, She’s On Her Toes here.