DITCH the job titles. I know, it sounds radical and can feel rebellious, but trust us on this one – it’s the thing to do!
When you shift from job titles and degree labels and instead focus on strengths – GAME CHANGER.
You’ve probably had many job titles in your life and likely have a degree (or two). But what do you really do? What are you really great at? What is the common thread between all your titles? THAT is your strength.
It’s the same thing when hiring. When you hire for strengths, you get the best of your team member. And major perk? They tend to love working in your company lightyears more because they’re working in their zone of genius, doing what they love most. Win win!
In this episode of the Run Like Clockwork Podcast, Emily shares:
How we write job descriptions and hire based on strengths
The benefits of “User Manuals” for your team
Personality tests we use as a team
How to cultivate team communication around strengths
What do you look for when hiring? Connect with us over on Instagram and let us know any of your best hiring practices! (@rlclockwork)
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