How To Recruit People To Work For Your Business
Eben Pagan explains how to build a 'virtual bench' of potential team members by identifying specific talent strengths needed for future roles and proactively networking with potential candidates. He teaches the 10% rule for relationship building and how to approach recruitment conversations strategically.
Teachings 5
Build a 'virtual bench' by identifying future roles and specific talent strengths needed, not just general job descriptions
Instead of saying 'I need a web designer,' specify 'I need an HTML expert' or 'I need a web graphics expert' because coding HTML is different from designing graphics in Photoshop or Illustrator
Focus on identifying one core strength that candidates must excel at, then let driven people figure out the additional skills
Many people can be good at both HTML coding and graphic design, but identify the one thing you really need them to excel at - if they're great at that and they're a driver, they'll figure out how to get all the other stuff done
Spend 10% of your time proactively connecting with potential future team members and building relationships with stars
Eben's personal rule of thumb is to dedicate about 10% of time to connecting with people that could be good future team members, building relationships before you actually need to hire
Approach recruitment conversations by projecting future growth and asking for referrals 6-9 months in advance
Script example: 'I've decided that if our business keeps growing at the rate it's growing, we're probably going to need a very talented web graphic designer. I see that happening in maybe six to nine months. Do you know anyone that is just an amazing web graphics designer that I could meet and talk to?'
Identify three specific people you can contact for referrals to each role you're planning to fill
For each of the three future roles identified, write down names of three people you can contact to get referrals, creating a systematic approach to building your network of potential candidates
Quotable Moments 2
“my rule of thumb personally is spend about 10% of your time doing this us spend about 10% of your time connecting with people that could be good future team members building relationships with stars”
— Eben Pagan“what's the one thing that you really really need them to be good at and if they're great at that and they're and they're a driver then they'll figure out how to get all the other stuff done”
— Eben Pagan
How to Build Your Virtual Bench of Future Team Members
A systematic approach to proactively recruiting talent before you need them
- 1
Identify Future Roles
Think about where your business will be if things continue to go well and identify three specific roles you'll need filled
- 2
Define Core Strengths
Instead of general job titles, identify the one specific talent strength each role requires (e.g., 'HTML expert' instead of 'web designer')
- 3
Map Your Network
Write down three people you can contact to get referrals for each role
- 4
Start Conversations
Reach out 6-9 months in advance, explaining your projected growth and asking for referrals to talented specialists
- 5
Dedicate Regular Time
Spend about 10% of your time consistently building relationships with potential future team members
Questions Answered
How much time should I spend recruiting future team members?
“my rule of thumb personally is spend about 10% of your time doing this us spend about 10% of your time connecting with people that could be good future team members building relationships with stars”
— Eben Pagan▶ 2:37
Spend about 10% of your time connecting with people who could be good future team members and building relationships with high-performers.
Should I look for generalists or specialists when hiring?
“what's the one thing that you really really need them to be good at and if they're great at that and they're and they're a driver then they'll figure out how to get all the other stuff done”
— Eben Pagan▶ 1:35
Focus on finding people who excel at one specific strength rather than general job categories. If they're great at their core skill and driven, they'll figure out the additional tasks.
When should I start looking for team members?
“if our business keeps growing at the rate it's growing we're probably going to need a very very talented web graphic designer I see that happening in maybe six to n months”
— Eben Pagan▶ 2:06
Start building relationships with potential team members 6-9 months before you actually need to hire them, based on your projected business growth.
How do I find good team members for my business?
“write down the names of three people that you can contact to get some referrals to those people three people you can call up”
— Eben Pagan▶ 2:06
Build a 'virtual bench' by identifying specific talent strengths you'll need, then reach out to your network for referrals to those specialists months before you need to hire.
What is a virtual bench in business?
“your virtual bench here's what I'd like you to do I'd like you to think about a future role that's coming over the horizon in your business”
— Eben Pagan▶ 0:01
A virtual bench is a proactive recruitment strategy where you identify future roles your business will need and build relationships with potential candidates before you actually need to hire them.
Summary
Building Your Virtual Bench Strategy
Eben introduces the concept of a 'virtual bench' - a proactive approach to identifying future team members before you actually need them. Rather than thinking in general job categories, he teaches focusing on specific talent strengths and core competencies that will drive success.
The 10% Rule for Relationship Building
The key to successful virtual bench building is consistency - spending about 10% of your time connecting with potential future team members. This involves reaching out to your network for referrals 6-9 months before you plan to hire, giving you time to build relationships and find the right talent.
Counterpoint
Claim: “Hire people when you desperately need them and focus on general job roles”
Reframe: Build relationships with potential team members months in advance and focus on specific talent strengths
Eben teaches spending 10% of time building relationships with stars and approaching people 6-9 months before you need them, focusing on specific skills like 'HTML expert' rather than generic 'web designer'
Key Points 5
Build a 'virtual bench' by identifying future roles and specific talent strengths needed, not just general job descriptions
▶ 0:31Focus on identifying one core strength that candidates must excel at, then let driven people figure out the additional skills
▶ 1:35Spend 10% of your time proactively connecting with potential future team members and building relationships with stars
▶ 2:37Approach recruitment conversations by projecting future growth and asking for referrals 6-9 months in advance
▶ 2:06Identify three specific people you can contact for referrals to each role you're planning to fill
▶ 2:06Related Content
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Topics
Business Frameworks