My Hiring Principles

Below is a list of principles I implement when hiring and are learning to better implement.

Do not hire people…Select people.

Hire slowly.

Some candidates are required to do three tests 1) Right Path 2) Strengths Finder and 3) Taylor-Johnson

Have a clear job description that includes 1) a one-sentence job description 2) duties and responsibilities 3) defining wins

If at all possible give people an interim period before hiring (1099). An extended working interview.

Do a three month review.

Don’t hire thinkers…hire doers. You can teach a doer to think but you cannot teach a thinker to do.

Always be hiring. You must have enough capital on hand to hire a talented person when they show up. Even if you don’t have a job for them.

Hire for talent and then train skills.

People who grew up on farms make great workers. They know how to work hard. (Dave Ramsey)

Bring in a variety of people during the interview process.

Pray and be especially attentive to any flags that arise. If you are talking yourself into hiring someone do not hire them.

The best place to find candidates is via personal contacts.

Always investigate their social media.

Interview the spouse if possible.

I include my wife in the process when hiring senior level positions.

Investigate their track record. This is the best indicator of the track record they will continue to have with you.

Do not compromise on these three qualities: Smart, Hustle and Humble. (Patrick Lencioni).

For senior level hires I often have them over to my home.

I don’t do all the interviews but I always eventually meet candidates who are being hired.

If you can hire someone who is smarter and more talented than you…do it!

The first question on the phone is: “I’m looking for a top leader in ___. Tell me why you are a that top leader?” How they answer this question will determine if there is a second question. (Tony Robbins)

Do all paperwork ahead of their first day. Doing paperwork on the first day is a waste. People are most receptive to learning the culture and embracing it on their first day and first week (they are especially emotionally sensitive.) Capitalize on that time. (Charlie Renfroe)

Define your workplace values ahead of time and hire with those in mind.

Call all references..duh! Ask open ended questions and allow the reference lots of space to talk. The more they talk (which requires you to talk less) the more you will learn about the candidate.

When interviewing ask what they are reading or what’s on their podcast list.