canada - Online Marketing LeadershipOnline Marketing Leadership

My mind has recently been blown by Dave Ramsey, yet again, for the 100th time. I was reading his newest book titled “Enterleadership” which is a practical guide for managing a business.

His approach, like always, is extreme but it just makes so much sense to me, who is coming from a company that uses the exact opposite approach, and pays dearly for it time and time again.

His strategy is to give a potential team-member 6 to 10 interviews over the span of 3 months before finally offering them a job. When reading this initially I was like, “ya, thats just way too much” but when I considered that by the time I put someone through such a hiring process, and I still want them, and they still want the job, they are here to stay. For good.

I mean honestly, do you really want to try someone out on the job? Why? When you can try them out at no cost to you before they even start.

And more importantly, why do employers try to cast a wide net when posting job descriptions and trying to collect resumes? This really makes no sense at all. When you put up a job posting you need to think about what your goal is. Do you really want to get a large stack of resumes to toil over or would you prefer that the wrong people get enough information to take themselves out of the running. Do you really want to interview a bunch of people who aren’t even in the ball park? Of course not. So make your job description really really clear and as long as you need to. You should be trying to get as few resumes as possible, but from the right people who are really looking for the job you have to offer.

I just spent the entire day yesterday helping a fellow manager in his task of interviewing 30 candidates for a sales job. Out of 30 there were only four that I would even consider giving a second interview. So why did I have to waste my time with the other 26. If the job description was written properly I would have interviewed only 4 people and could have gotten to the other more important things I had to do.

Do yourself a favour the next time you have a position to fill. Start the process well before you are desperate to fill the position, and take enough time to weed out the people you don’t want. Hiring and replacing someone is far more costly then putting the proper care and attention into hiring the right person once.

And read Dave Ramsey’s book “Entreleadership” it’s awesome!

So what does viral actually mean? I get asked this question a lot. Well to be honest it’s usually not asked directly but the blank, glossy eyed stare that comes over peoples faces when the topic comes up is enough for me to launch into my usual explanation. Which is the following:

To me, viral product is one that gives people benefit when they share it with others. This could be an article that you share with someone because you think it’s really informative or really provocative, or it could be a product that is totally useless unless others also have it. A telephone, for example, is a viral product. You don’t get much use out of it unless someone else has one. Or, take facebook. How great would facebook be if none of your friends were on it.

So some viral products are the content that gets shared, like a funny video about a shower gel, or it’s the means by which people actually share it, like twitter.