Ep. 065 Grow your tribe to have the best team for success! - a podcast by Sonya Paz

Episode 065

Episode 65 hiring your tribe... Grow your tribe to have the best team for success!

The topic for today's episode 65 we will be touching on hiring. How to hire, when to hire, when is it the right time to grow your team and to select the right candidates to be able to fulfill your desires and expectations.

Now it's not easy sometimes because you want to hire someone that is going to be able to take the torch and excel with this job.

As an employer or someone who is paying for hired help you were going to encounter highs and lows, ups and downs, I am going to present you with a few key things to consider when hiring. I wish I had a list like this when I was hiring it would've help me learn so much about what's necessary.

Depending on how formal the job is that you are looking to fill for an assistant, a production assistant or an admin there should be some key standards that you should take into consideration.

1). Resumes. Request resumes! Hiring somebody without any type of summary of their qualifications or education may not be the smartest thing, you'd like to get an idea of where this person has worked before, how long they've worked at each job and attention to detail. You might get a recommendation that a friend of a friend is looking for a job and you my just hastily bring them in for an informational interview and feel as though it went so well that the resume isn't necessary.

Personally I think that's a huge mistake. The person that you hire should be prepared, they should be able to show that they have taken the time to prepare this document. It's not unheard of in this day and age and no matter how extravagant or menial job. Resumes are important.

2.) It doesn't go without saying that recommendations accompany the resumes, yes...would be nice. Not necessarily mandatory, however nice.
A recommendation of somebody who has worked with this person that could enthusiastically recommend them and just get it and idea to why they would recommend them.

3.) Sit down and have an informational interview, something casual, depending on the formality of the position you're looking to fill. I would say sit down and just have a candid conversation something relaxing and get to know one another, see why they're interested in working with you.

I have found in my experience I have found that when there's a candidate who is aware of your services or artwork who really respect you as an artist and as a business person, that person is more likely to have a better connection with you and to evangelize and to support you on so many levels. Because the thing that they are bringing to the table is genuine and enthusiastic. They want to work with you, they want to learn from you, they want to be part of the process and be able to support you and when I tell you that having employees who respect you and your artwork from the get go, the word-of-mouth travels fast.

Several of the folks who became our sales team when I had the galleries started out as collectors and were so excited about what we were doing and the product that we are creating and the growth that was happening wanted to be part of it. Of course we brought them on because we already had a connection with them. To this day these are not only former employees, they are long life friends.

4). If you are bringing in additional people to take on additional responsibilities and you already have employees are working for you, include them into the interview process with the potential candidate, I have found panel interviews to be more beneficial because you can talk as a group and a lot more questions can be addressed in that interview format.

5). What do you pay? I have had several conversations with so many artists and creat

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