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Reel 1
[Start Hook: Seconds 0-8]
o	"Hey next gen family business leaders! Today I'm going to talk about five tips for hiring."
[Main Content: Seconds 9-48]
o	"Now these are golden tips that I've gotten from my years of experience in hiring. Believe me, I have interviewed more than give or take 500 to 600 perspective candidates for my family business."
o	"So, 5 tips for hiring No. 1: we gotta create an employee brand. Now what does an employee brand mean? Why should they work for you? What is special about your company that they should work for you?"
o	"There are certain easy things to create an employee brand. One of them is a good social media presence and one of them is a kick-ass website."


Based on this script.

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hey next gen family business leaders

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today I'm going to talk about five tips for hiring

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now these are golden tips

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that I've gotten from my years of experience in hiring

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and believe me

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I have interviewed more than give a take 500 to 600

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anything between 500 to 600

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perspective candidates for my family business

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and these are the five things very easy

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simple rules that worked

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and I think you can take away from this

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uh yeah so I'm gonna refer to my notes

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and also

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these notes are right from my projects program

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which I'll talk about later but alright

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so 5 tips for hiring No. 1

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we gotta create an employee brand

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now what does an employee brand means

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why should they work for you

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what is special about your company

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that they should work for you

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how is your company

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different from all those companies in your industry

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in the market that they should work for you

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now um there are tips and tricks

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there are certain

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easy things to create an employee brand

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one of them is good social media presence

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one of them is a kick ass website

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so basically when the perspective candidate Googles

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your company name what shows up

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because that's believe I mean be honest

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what do we look at to look at someone's

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or to check on someone or some company

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we Google them and we see the reviews

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so create an employee brand

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second thing that I would

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like you to um you know

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work upon and this is again

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before you hire a person and even in fact

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before you even start looking to hire a person

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is be clear on their role clarity

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you know so get a pen and paper

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write down the top five tasks

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or the top five responsibilities that you would like

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this particular person to fill in

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in your organization and what are the kind of results

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that you are expecting them to

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produce in the company

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okay sorry about that notification

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so um number three No. 3 is okay

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now this is this was designed after you know

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I bought in this point after you know

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I saw how many

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how a lot of questions are repetitive in nature

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when I meet someone for an interview

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so we designed a test

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we designed a very basic simple test on Google Forms

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and this test consists of all the repetitive questions

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that you find yourself asking

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certain candidates

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now these could be questions about your industry

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these could be questions about

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a certain technical data about your product

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that you expect the candidate to know

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whoever fulfills on this position

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so how about you just give them a test you know

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and based on their result of the test

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you already know what is the level of the candidate

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and if you would be interested in meeting them

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or your manager would be interested in meeting them

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or not saves you

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some time saves your manager some time

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and obviously save the candidate a lot of time

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so number four

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that's when you end up meeting the candidates so

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you know this is a huge filtering mechanism where of 10

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maybe three or four fulfill on the criteria

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and then you meet them

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now once you meet them go with the regular

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you know script or regular introduction and

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shortlist the candidate

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always call them after shortlisting

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call them for a round 2

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never shortlist a candidate at the first go

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in round two you call them for certain documents

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for certain proofs in terms of their education

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in terms of their certification

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and be you know

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very strong as far as documentation is concerned

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and I'll tell you why you have to be strong

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as far as documentation is concerned

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because of point No. 5

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point No. 5 is once you've hired the person

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I highly recommend

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getting a background verification done

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now a typical background verification checks

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their background

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in terms of their certificates and degrees

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are in line with what they have shared with you um

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they have no criminal cases or any court cases going on

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oh you know

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that they have not disclosed to you and also maybe

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you know if they have a another source of income

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maybe working another business

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and so you know

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these are all cases that we have experienced in in my

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you know family business

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there was a candidate gentleman who joined us later

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we found out he had

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a couple of criminal court proceedings against him

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and we found that out

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because he used to be absent a lot

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and obviously his manager was covering for him

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and this was like a decade back

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but obviously everything is either a lesson

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and we learn from those lessons

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and this is why you know

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I create this content to share whatever I've Learned

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whatever systems I've made

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and whatever has worked for me in my family business

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how I can share with you and save you time

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energy effort and money

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thank you for watching this

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and I look forward to seeing you in person someday bye'

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