Leader, I can pull up 100 articles about the great resignation on Google, and I can walk into any aesthetic practice and start a conversation with the manager about the challenges of how to hire the right person. I can pull 30 hours of content from my own POP Aesthetic Leadership Academy membership site that teaches strategies for hiring, firing, and beyond.
The nuances around team building have led to more headaches, tears, and uncertainty than anything else in my business.
I know I’m not alone in this — at KLC Consulting, we talk to women every day who are committed to building a company with soul. Their goals center around building a business that isn’t about transactions, but retaining talent with meaningful relationships and commitment to a mission bigger than themselves.
And in this article, I’m going to show you the foundational building blocks of how to hire the right person for your team. We’ll cover how to:
- Lean into your intrinsic value as a leader
- Harness your confidence to overcome hiring anxiety
- Identify the two issues that cause new employees to quit
Let’s get started.
Your integrity is all you have
Hiring can be scary — there’s a lot riding on bringing someone new onto your team. And sometimes as a leader, you might question your own ability to provide value to a new employee and help them perform at their best.
I’ve been on both sides of this equation. In 2012, I myself was a new hire when I landed a job selling aesthetic devices for a top medical device company.
After months of trying, I secured a meeting with a doctor in Koreatown, and earned his trust with complex patient cases. He decided to invest in four lasers — but on the last day of the quarter, he changed his mind. I left worried about meeting my quota and losing my job.
Later, my boss called me with a plan to lower the cost for the doctor. I rushed to tell him, but he accused me of lacking integrity. I walked out feeling devastated. I had not only lost a potential deal, but also the trust of someone I hoped to work with in the future.
I managed to get the deal in the end, and my company praised me, but I didn’t feel like a hero. Afterward, my dad said to me, “All you have at the end of the day is your reputation. Meaningful relationships will follow you anywhere you go.”
What does this have to do with learning how to hire the right person? Living by this credo has been my bedrock for success as I’ve hired for my own business.
The secret of how to hire the right person
This story came to mind when a client of ours expressed concern about hiring new employees: What if I train a new nurse and she leaves?
On your hiring journey, you’ve maybe had similar thoughts, like:
- What if you’ve invested hours of your time
- What if you’ve invested financially?
- What if you told all of your patients that your new hire will be the next best thing since sliced bread?
This can and does happen — a lot. But, it’s not always about making the perfect hiring decision. Sometimes, the quality of the decision will be determined by the actions you take afterward to make the most of the situation.
How to hire the right person begins with understanding your worth and the value you bring to the table. When you have a deep understanding of how what you offer is different, you can hire not just to fill a role, but with the vision of supporting others to achieve their career dreams. And after you onboard them, your actions need to wow them.
2 ways leaders set new hires up to fail
I can count on one hand the number of our clients who haven’t worried about hiring. But why is it acceptable to make other investments, like purchasing a $150,000 aesthetic device with no guarantee of success, yet we measure human capital as a huge risk?
Experiencing anxiety and challenges around retaining talent is inevitable, but there are two surefire ways to guarantee that your new hire leaves:
- Avoid committing to them out of fear
- Don’t give them the tools to succeed
An employee will leave if you’re afraid to invest in them. Simply training a new hire doesn’t provide them with the support they need to be their best — and now you’ve created a self-fulfilling prophecy.
Your expertise in your field and as a leader are only beneficial to your employees if you share your knowledge, so changing your mindset around hiring is key before you interview.
Consider every new hire as an opportunity for you to be a mentor, then discern how a candidate’s aspirations fit with the job, and how you can be the catalyst for their career goals. Learning how to hire the right person that fits your company culture is part of your growth journey as a leader.
Remember, and at the end of the day all you have is your reputation. So go pay it forward, make an impact and make a name for yourself so the people who are worth it can and will link arms with you, and help you achieve that bigger mission.
Step into your power as a leader who can make an impact! Subscribe to “The Blueprint”, the official KLC Consulting weekly newsletter curated to support, educate, and encourage powerhouse female entrepreneurs in aesthetics & wellness or Tune into our weekly podcast, The Fierce Factor. The Fierce Factor is like a free business coaching session every week, where we guide you through hiring new employees for your dynamite team and more to help you lead with integrity and confidence.