Important Hiring Perspective(s) as You Grow

Target Readers:

  • Those building their business via staff and hiring.
  • Those struggling to find good candidates. 
  • Those with a poor track record in successful hiring.

Talking Points:

  • How to weed out bad candidates quickly.
  • Understanding what instincts are needed for a candidate.
  • Finding candidates with the right mindset. 

Secure and respected and engaged and risky

Some people want their workplace to be like an artist’s studio. A lab. A dance with the possible. Engaging. Thrilling. The chance to take flight, to be engaged, to risk defeat and to find a new solution to an important problem. 

And some people want a job that’s secure, where they are respected by those around them.

The essential lesson: These are not necessarily different people, but they are very different attitudes. 

It’s a choice, a choice made once a lifetime, or every year, or perhaps day by day…

When you sit with an employee who seeks security and talk to them about “failing fast,” and “understanding the guardrails,” and “speaking up,” it’s not likely to resonate. 

It’s worth finding the right state of mind for the job that needs to be done.

Here’s the Skinny,

An interesting perspective below (from Seth Godin) to keep in mind when managing & hiring…  Not anything we “don’t already know”, but it isn’t always the first thing that may jump-to-mind when dealing with your teams.

Nugget 1: At USA Financial we use a tool called Kolbe in our hiring practice. Kolbe helps identify a person’s “modus operandi” or creative instincts. In my experience, the high Quick Starts (strong with originality, risk-taking, and uncertainty) are usually in the “thrilling group” as described by Seth above, while high Follow Through (provides structure, order, focus, and continuity) tend to be in the “job security group” – high Fact Finder (enjoys complexity and providing the perspective of experience) and high Implementer (provides durability and a sense of the tangible) seem to be about 50/50 in either camp. I’ve found this tool to be very effective at helping us determine if a candidate is a good fit for a particular role.

Nugget 2: At my last Strategic Coach 10x meeting, my friend Dan Sullivan emphasized the importance of the following interview question (especially for weeding out the “wrong kind” of millennial attitude – although its equally important for any potential hire)…  The question is:

“If you are hired by INSERT FIRM NAME HERE, what do you feel you will be entitled to?”

  • Hint:     The correct answer is NOTHING, or a derivative what they will bring to your organization.  Such as, “an opportunity to contribute to the team”, or “the chance to apply my skill set”.  Not any answer along the lines of benefits, tenure, vacation days, or any other unionized or entitlement type response.  I know this is a question the USA Financial team has been using for a while now, but it was a great reminder for me to hear it again from a third-party source.

Nugget 3: God has hardwired each of us differently, and that is highly beneficial to you as an entrepreneur.  The mistake many make is hiring “someone just like them,” where what they most likely need is someone entirely different than them…  Someone who would absolutely love to do the work that you have no interest in doing… The key is to build your team/staff like a snugly fit puzzle.  That is where the magic can be found.

That’s the Skinny, 

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