“Yeah, so this is like a super chill place… We have TV going on in the back, and if you don’t want to come to work one day, it's okay, just send me a text.” 

Yes, this is what a potential future employer told me when I was interviewing for a job during college. To any other person, especially a college student, this would be the dream job. You are essentially getting paid to do absolutely nothing. However, as someone with an achiever mindset, this job sounded absolutely dreadful. Little to say, I did not take the job. 

So how can you engage potential new hires and guarantee that you will make the right choice for your business? 

Before I go any further, I would like to introduce myself. My name is Makenzie Rink, the newest member of The Mann Group. I have recently graduated from North Carolina State University with an undergraduate degree in Communications. During my educational experience, I have learned the difference between a protective mindset and an achiever mindset. In conjunction with my education experience, I have had multiple jobs in the service industry and have noticed a trend. Too many companies let achievers slip through the cracks.

So, how can you shift that narrative and ensure that your transition to better hiring practices sticks as you continue to seek change? 

1. Connect your potential hire to your vision and mission. When initially meeting your potential new hire, you get to introduce them to the business beyond what they can find online. They have the chance to see the genuine passion and excitement that can come along with joining your team. 
2. Look for an achievement mindset by asking questions that align with the six qualities of an achiever. Are they giving you answers they think you want to hear, or are they answering your questions with a level of honesty and integrity found in achievers? Make sure to gear questions to your business’s values while also ensuring the interviewee has the opportunity to showcase their qualities. 
3. Desperation to hire should not be the driver. When I say this, I mean that your company's need to hire individuals is not the goal or motivation. Yes, you need to hire people, and there might be external factors or pressures weighing in that contribute to that desperation. However, is that not the problem? To change, cycles have to break. One of those cycles is bad hiring. Setting aside more time, energy, and intentionality to hire achievers; will set your business up for success. 
4. Is the potential hire curious? Are they looking beyond the logistics of the job (pay, dress code, tasks, etc.)? Achievers will come into an interview asking about your role, how the team works together, the strengths and weaknesses, and much more. This curiosity in an individual is not someone aiming to interview you but rather someone who is a creator, producer, survivor, integritor, team builder, and entrepreneur - see what I did there... 
5. Do NOT guarantee the job in the interview. In the service industry, it is no secret that employee turnover is an issue. However, businesses have begun to guarantee potential hires a job during the interview. Not only does this signal to the individual that your business is desperate to hire, but it also signals that your business cannot retain employees for whatever reason. 
6. Lastly, hire with objectivity, NOT subjectivity. Put aside your feelings and look at the facts in front of you. Ask yourself how this potential hire can fit into the bigger picture. How can they grow from others and, in turn, help others grow? 

This list scratches the surface of hiring achievers, but start with these steps, and you will see a positive difference in your hiring practices. If you would like to get more proficient in hiring, join our Mann Universities this August and September.