As you are gearing up for your event and trying to get everything done, you might come to a place where you want to bring a new person or two onto your team.
Congrats! Growing your team is a good thing. But, unless you were a recruiter in a past life, you’re probably thinking, "Well, HOW exactly do I do that?"
Never fear, I actually was a recruiter in a past life, so here’s the skinny on how to hire the right team for your race:
Get All Of Your Ducks In A Row
Unless you want to waste a sh*t ton of time, money and sanity, you’ve got to get your ducks in a row before you even start thinking about hiring a team.
And no, I don’t mean going out and buying a bag full of rubber duckies and lining them up adorably on your desk (although if that’s your decorating style, more power to you). I mean you have to have things for the new role organized internally before you can think about bringing anyone external in.
Take a look at your business and see where the gaps are. Is your online race registration in need of a serious design upgrade? Struggling to get your office organized? Don't have time to master the backend of your race management software?
Whatever the need is in your race, you need to clearly define it before you bring people on board. If you don’t have clear expectations and job duties for the role, both you and the newbie you bring on board are going to be disappointed.
Connect With Your Network
Once you’ve got a clear job description (or descriptions, depending on how many peeps you need to hire), it’s time to start looking for that diamond in the rough, the purple unicorn, those mint condition pair of Air Jordan 6 “Olympics” that fit like a glove. Or in other words, the perfect candidate.
The best place to start is with the people that you already know. Reach out to people in your network and see if they know anyone who would be a dynamite fit for the role.
You can also tap into the part of your network that would be most stoked to work with you – your athletes. Think about it: they already love your brand and want to be a part of your event. Why not make it official?
Send an email to your list or reach out to your athletes with race text messaging to see if anyone has the skillset and personality fit you’re looking for.
Look In The Right Places
If there’s no one in your network that’s quite the right fit, it’s time to start actively recruiting. But if you want to find the tippy top candidates, you can’t just throw an ad on Monster and hope for the best.
You’ve gotta make sure you look in the right places.
With as many recruiting resources and job sites as there are on the interwebs, you couldn’t post in every one of them if you tried. So you’re going to want to narrow it down and post on the sites that are going to give you the most bang for your buck.
Got a logo that you need designed? 99designs is a great resource for finding remote graphic designers for shorter, project-based work. Looking for more of a tech wizard? Built In is a job board that the best start up talent in the country considers a go-to. Need an assistant to take some things off your plate? Craigslist is a great resource for local talent. Looking for someone who knows the ins and outs of the Endurance Industry? Endurance Sportwire jobs might be the answer.
Choose the best one or two job sites and resources for the type of role you’re hiring for, and then focus your efforts there.
Date Before You Get Married
If you’ve done the whole recruiting process correctly, you’ll hopefully have a solid candidate or two in the pipeline. Mazel Tov!
But before you get too excited, let me give you a piece of advice: date before you get married.
Think about it: you don’t meet someone, go on a date and then get married five minutes later, right?
So why should hiring be any different?
An interview is a lot like a first date – candidates are on their best behavior and are going to say whatever it is you want to hear to get the job/second date. Before you commit to a workplace marriage, give your top candidates a few test projects. This will show whether their skills can back up all their interview smooth talk and give you a sense of what it will be like to work with them.
If you follow these tips, you will build a dream team that puts the 1992 US Men’s Olympic Basketball team to shame. Happy hiring!