Tackling the Horrors of Hiring Office Managers and For All Positions

Course Objectives

1. Understand the Real Cost of Desperation Hiring
   Learners will recognize the long-term cultural and operational impact of rushed or misaligned hiring decisions and learn how to slow down and hire with clarity and strategy.
   
   
2. Craft Job Ads That Reflect Culture and Attract the Right Candidates
   Learners will develop compelling, values-driven job postings using modern platforms and techniques—including tone testing, AI support, and audience-specific formatting—to draw in high-quality applicants.
   
   
3. Implement Pre-Interview Screening and Assessment Tools
   Learners will build custom questionnaires and assessments to evaluate culture fit, core value alignment, emotional intelligence, and leadership readiness before investing time in interviews.
   
   
4. Ask Smarter, Values-Aligned Interview Questions
   Learners will move beyond generic questions and practice asking interview questions that reveal humility, hunger, people smarts, and conflict resolution capabilities—based on “The Ideal Team Player” framework.
   
   
5. Establish Non-Negotiables and Salary Expectations Early
   Learners will integrate non-negotiable discussions and pay expectations into the pre-interview process to ensure transparency and reduce post-offer friction or ghosting.
   
   
6. Create a Strategic, Staged Onboarding System
   Learners will implement a 30-60-90 day onboarding roadmap, with clear benchmarks, mentor support, and realistic expectations that ensure new hires are set up for success—not overwhelm.
   
   
7. Determine the Right Time to Introduce an Office Manager Role
   Learners will evaluate whether they are ready for an OM based on signs like overwhelmed leadership, lack of delegation, and inability to protect CEO time—and distinguish between a Lead and true OM.
   
   
8. Define and Communicate Clear OM Responsibilities
   Learners will clarify what the Office Manager role means in their practice (project manager vs. people leader vs. operations driver) and create a custom OM job description based on actual needs—not titles.
   
   
9. Empower vs. Manage: Lead with Curiosity and Emotional Intelligence
   Learners will shift from micromanagement to empowerment by modeling leadership through curiosity, coaching, and ownership-building rather than top-down directives.
   
   
10. Avoid Cultural Fallout When Hiring or Promoting Into Leadership
    Learners will plan team communication and involvement strategies—whether promoting from within or hiring externally—to minimize resistance, prevent silos, and protect culture through transparency.