Hire the Right Way: How to Hire a High Performing Team | Sarah Torres-Ferrick | Skillshare

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Hire the Right Way: How to Hire a High Performing Team

teacher avatar Sarah Torres-Ferrick, Career and Leadership Coach

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Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Watch this class and thousands more

Get unlimited access to every class
Taught by industry leaders & working professionals
Topics include illustration, design, photography, and more

Lessons in This Class

6 Lessons (19m)
    • 1. Introduction

    • 2. Assignment

    • 3. Hiring Guide Step 1

    • 4. Hiring Guide Step 2

    • 5. Hiring Guide Step 3

    • 6. Hiring Right Step 4

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About This Class

Many businesses struggle with the complexities of having employees, so they end up not growing. This course walks you through these complexities, so you can cut the fluff and hire a team without the normal worry and frustration. 

In this course we walk through the 4 step process. The process starts with needing to understand who you should hire and ends with on-boarding a new team member. You will use the Hiring Right Workbook throughout the course. 

Meet Your Teacher

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Sarah Torres-Ferrick

Career and Leadership Coach


I know people matter and people are the key to business success. I am dedicated to helping individuals take control of their careers and for businesses to have the education, tools, and support needed to build and execute effective human capital solutions. 

I started my career with the Department of Navy. I worked throughout the Department of Defense leading projects that included representing the agency on unfair labor practice charges, negotiating contracts, addressing staffing issues during budget shortfalls, implementing updates to workers compensation programs, setting up new human resources offices, training and mentoring human resources teams, and much more. 

I also manage the family business (in baseball and softball) with my... See full profile

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1. Introduction: Welcome to the hiring Right Workbook training guide, where we go over the easy to follow process for hiring a high performing teams. I'm Sarah, the HR business partner for small business. 2. Assignment: When you begin this process, I want you to use your hiring, right, workbook. I'm gonna go over each step of the workbook with you to provide you some additional tips and tricks. If you look on page two of the workbook, you'll see my contact information. Feel free to send me email with your status update in any questions you're having along the way. 3. Hiring Guide Step 1: our on step one. Make the list. This starts on page three of your workbook in this staff. Our goal is to review all the tasks that are happening in your business to determine which task you want to down gate death leading up to which task you're going to hire a teammate for. So if you are alone in your business and you're looking to make it first higher than you alone will be making this list. If you have additional folks on your team than you want each person on your team, Teoh make this list the first you and anybody else are going to jot down all the tasks that you accomplished in your business. I want you to write down everything from working with clients Teoh dealing with the administrative task of your business now that you've had a lift and you can use Page three and four to write this list, or you can do it in something like good notes or even just a notebook. Once you have that list, you're going to look at the Taft and prioritize up so you could write a 123 or ABC next to each time then you're going to get a highlighter, and you're gonna look through that list to decide the task that in a dream world, somebody else would be completed. And this during this step, you're likely going to highlight a lot more things than you're ready to hire for. That's okay. We're not looking at highlighting the items that she want to delegate to now, but just an in dream world, an ideal world. These are the task that somebody else on your team would do. What you should look for is one of the things you're not the best stack. So you started your business because you're great at something. But there's also other things in your business that you're not great at. For example, a lot of folks aren't great with bookkeeping and accounting, so they would highlight all of those book it being an accounting task because there's somebody else out there that's an expert in that they're better at doing that than you are . The second thing you're going to look at highlighting are things that can be done by so somebody out four cheaper. So where is it that the business needs more of you? Is that landing more deals. Is that doing client work? It's probably not things like administrative duties unless you super left them. So I want you to highlight those tasks as well. So you're looking at things you suck at and things that can be done done by somebody else for cheaper than the cost of you and the value that you have to your business. Now you're gonna look at all the items you highlighted, and you're gonna star the ones that today you're ready to assign to somebody else. And I want you to pay attention to the items that are the highest priority. I don't want to see you starring all the priority threes because that's not going to move the needle in your business. If you're going to spend the money to hire a teammate, that team, if you're going to spend the money to hire a teammate than that person needs to do mission critical activities in your business 4. Hiring Guide Step 2: Now that you've made the list of all the task that you're looking to delegate, you can move on to step two on page five. In this step, we're going to gather all the processes that are associate ID with the items you start the task that you're going to delegate. The objective here is to make sure that before we go into recruiting for an on boarding a new employee, we clearly know what that employee is going to do. And we can articulate what the expectations are for that employees. What is essential when you have a team is being able to tell them what their expectations are. And on Day one, we want that person to come on board knowing what to expect, having all the resources they need to be successful. Additionally, when you're looking to recruit for your new team member, you want to be able to articulate what that person is going to do, so you can clearly right Job Post sings social media advertising as well as answering any questions that candidate has. You don't want to say, Well, I haven't thought about that or oh, I'm not quite sure if that person is going to do this or not. You wanna have all those questions ready because you want to attract the best candidate for your team. So the first step is you're going to look at all the items that you starred in, step one and gather all the work I'd that you have. These could be CI cheats. These could be templates. These could be standard operating procedures. Anything that you have that shows how you have done that task or how somebody else on your team has been doing that task. But now that task is a start items. So we're gonna get another team member to do it. It's very likely that you don't have any documentation to show how you do that test. That's okay. It's in your head. You've been doing it successful. You've been boots dropping your business. But now is the time to stake a step back and write down those processes. So if you don't already have templates and she cheats of processes, you need to take a pause at Step two and write those down. These don't have to be written in any specific form in a simple word document or Google docks with bullets of what the steps are would be sufficient. You can go through your emails as an example and pull out those e mails that you like the bats and just shoot them into a folder as examples. So we don't need to do a lot of extra work here. We're just gathering what you already have and maybe jotting down and mind dumping your process. Once that you have everything gathered for every task that you have, I want you to test it. You're going to go to somebody else, somebody that you trust, give them those materials and see if they can understand how to do it. And if they're not understanding what the steps are in the task, what is expected of them that you need, you need to go back to the beginning of your process and re look at what you've created and make some tweaks and continue to do this until 1/3 party can clearly understand stand what's expected of the position. You also need to make sure that you're organizing and storing these documents in an easy place. This might be folders on your computer on some sort of dropbox shared folder. It could be information. Entr ello. You could use trail. Oh, to have you checklist to link template anywhere that you use to store your files, organized them and put them in a place that you can easily give permission for others to look at. 5. Hiring Guide Step 3: Now we have created the list. Now we've created the list of tasks that you're going to delegate. We've also gathered. All of the resource is that are needed to execute those attacks. Our next step, Step three is to draft the drop description. This is on page. What we're gonna do here is first we're gonna take all those task that we start, and we're gonna re write them on page six and page seven. The objective here is to regroup thumb in tow like function. So what you're going to do is if you have a lot of tasks, for example, around administrative duties that I want you to rewrite those altogether. If you have a lot of task around design group those together. If you have a lot of tasks around customer or client management than group those tasks together and what we're going to see from here are different groupings of tasks which, ideally, are the different positions. These are the different big chunks of work that you're looking to gelling delegate. Then once you've river in this once you rewritten your task list in this manner, you're going to see how many positions Ideally, you're looking to add to your team. Caution. I only want you to start by hiring one new person. So this list might tell you that you really ideally want to hire two new folks. Maybe you need to hire somebody to deal with the administrative functions. And maybe you need to hire somebody to deal with the design functions. Maybe those air separate functions. And I want you to pick the function list that has the most high priority items because they gotta were looking at taking action in our business for things that will move the needle. Not just busy work. Not just nice to have work, but items that are going to grow your business, get you more clients, get you more money in your business. You might see that there are separate chunks of work, but they do relate to each other. So those might be suffered chunks of work that we put into one position, for example. Somebody like a business manager and online business manager, might be able to do some of that admin work. They might be able to do some of that client management buckets so you might have two or three buckets that you could put together in a higher level position like a business manager. Or you might just want to give somebody one bucket of work. So maybe the administrative work you want to give to an administrative assistant or a virtual assistant. Now that you have the different groupings, you have decided what position you want. Which of those groupings you've made now that evil right in your groupings and you've picked which buckets of work you're looking to hire for your position. Now you can write a job description. The job description is a 123 page document that lays the essence of the position. It's articulating the point. Why does this position exist for the business? It's also where you can put any requirements you have. Do you have degree requirements? Are their requirements forward? Things like driving are the requirements that they have to go to a specific office or store , Or do they need to be completely on? Or do they need to be completely remote? These things you'll put in the job description. There's also other technical aspects that you need to put into the job description, for example, is the police for example, is the position Ethel s a exempt or nonexempt. This is a tax on coal HR thing that we need to say. This is a tactical HR thing that we used to identify. If the effortless A applies to a position or not, which tells us how we have to pay them for things like over time. All positions are generally designated as FLS, a non exempt, which means that the rules apply to them and you'd have to pick a specific exemption if you're saying it doesn't apply. So if you're thinking that you're having anybody that should be exempt, then that's what you need to talk to a human resources professional or an employment law professional. Whoever you have on your trusted team can help you with that. And, of course, you can go back to Page Juve, you workbook for my contact information. If you have any questions, I also have a job description bundle and let me know if you're interested in getting that. Please take the time to write this job description. We're gonna use it in the next step to do our job posting, and we're also going to use it for giving to the employees on their first day of work. 6. Hiring Right Step 4: So now we're on the last up of the process to hiring a high performing teams, and I say it's the last up. But there's a lot of many cept within the step and this that might take you a few days or a few weeks. This is where we go from finding the candidates to bringing on board that new employees. Your first step is to draft your job posting. You're going to use a lot of the language that you put in the job description to put in the job posting. You might change things around instead of saying the position does this, you can you might say, I'm looking for this person And then you might put some more persuasive items in your job posting to entice somebody to come on board. For example, any benefits that you're offering you can put in the job posting. Some companies like to put the salary in the job posting and others like the way, but anything that you have that you think and anti somebody to join your team. Put it in there. If you have a great cost, a great mission that's going to contract and wonderful person that put that in there. For example, many candidates are looking for positions that let them volunteer. Let them make an impact on the world. So please include that information. If you support work like balance and employees having families or outside hobbies, so you have flexible schedules. That's a great selling point. Make sure you're putting that in your job posting after you have your job posting language . Do need supposed that you need to get it out there just the same that when you're launching a product, you are communicating it. You want to do the same thing with your job posting. You could make a page on your website announcing it where there's a contact sheet that people can apply to. You can go to websites like indeed or work or even linked in to post your job posting. You also can post to your communities. Maybe you have Facebook communities. Maybe you have a mastermind. These are great places to post your job posting. You can also reach out to specific individuals that you trust may be a mentor or somebody at your chamber that you respect and value their opinion to see if they know any people directly that would be interested in this position. If you are looking for more entry level positions than you might be looking for a current or former student, then you can go to the website handshake where a lot of the United States colleges used to post job postings to the current students and their alumni. And that's a free place, he composes. Super easy, super effective. So now you posted your job and you have a stack of job applicants. Now you need to go through them to decide who you want to interview. You're gonna look at the resumes and make a short list of folks that are going to go on. See the next stage. One cautionary tale. Generally, you're not gonna use things like grammar issues, typo spelling issues to disqualify somebody unless the position that you're looking to hire for is about writing and proofreading. We do that because that those airs may be a sign that the employee belongs to a protected class. Maybe that's a sign of their nation of origin or their ethnicity, so us disqualifying them for those minor mistakes could be considered to be unlawful discrimination accidentally of course, but still not something you want to get into. Still, remember, don't disqualify for things like typos and grammar of less. The position you're hiring for is about being perfect, a typing and grammar. You a little worried about this? Give me an email. We can walk the right to make sure you're solid ground moving forward. So after you have your short list of resumes that you like, I want you to do a phone screening interview. This is a 10 minute phone call that you have with the employees where you're asking very simple questions to reduce your applicant pool even more. Then, once you've completed the pre screening calls, then that's when I want you to have the full on interviews. These can be in person. Thes could be via some sort of video conferencing. Maybe you zoom or they can even be on the film, and this is when you're going to get into the bigger questions. You might have some behavioral questions. You might have some sini or your based questions. If you need help on drafting in a few questions, I have a free week resource, and that you are out is listed in your workbook on page eight. So now that you've completed your final interviews with your short let's now you need to pick the person that you want. Sometimes it might be hard for you to choose. Feel free to talk to a trusted colleague or a mentor about how to make your final decision with who you're going to pay. So once you pick them and now you need to bring them on board, do you going to want to tell them in writing that they have this job opportunity? And then when they come on the first day, I want you to make sure they have everything that they need to be successful on that first day. If you're providing them in office or workspace, any computers haven't already on the first day. If they're more, remember mo position where they're gonna need their own computer, make sure they have access to their email accounts and any online tools such as good notes or tremolo dropbox that you're using. They wanna have everything that they need. On Day one, you need to make sure you're taking the time to welcome them to your business. Talk about you, talk about them. Talk about what your loving and excited about in the business and make sure you're introducing them. Toe all the key players. Do you have other members of your team that they need to speak to? Do you have independent contractors that are performing critical functions for you now introduced them and then I want to make sure for the next month you're having regular check ins with that every couple days to every day, depending on the position check in. How are they doing? Are they? Do they have any questions? Is there anything that you can do? The How are all the systems working for them after you've had those check ups and you could start having those check ups less and less. But Europe jacked up in this on boarding phase is to make sure that they quickly Osama only into the organization. Understand your cultural, understand your procedures and requirements, as well as clearly understanding what's expected of them in their position. Now you have gone through all the steps of hiring the high performing team. I hope you can go back. Look at each of these modules individually as you deep dive into any of those steps, and, of course, you can contact