THE WHO
HIRING PROCESS

In this video, we explore the second step to great hiring: sourcing. Sourcing is all about generating a steady flow of quality candidates. Insights from over 100 top leaders revealed that 77% of the best talent comes from personal, one-on-one networking—both within and outside their organizations.

Here’s a simple sourcing template:

• Identify 10 people likely to know great candidates.

• Reach out to them directly (via calls or emails).

• Collect and rank candidate names from best to worst, assigning ratings to prioritize your efforts.

Start at the top of your list and work your way down to ensure you're connecting with the strongest prospects.

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In this video, we cover how to approach your first conversation with a candidate. Many leaders mistakenly prioritize chemistry, but the focus should be on alignment with the scorecard. Use a 30-minute screening interview and ask these four key questions:

1. What are your career goals?
   Understand their long-term aspirations and assess if your organization can support them.

2. What are you really good at professionally?
   Listen for strengths and examples to evaluate their capabilities.

3. What are you not good at professionally?
   Seek honesty and examples to identify areas for growth.

4. Who were your last five bosses, and how would they rate your performance on a scale of 1 to 10, and why?
   This crucial question gives insights into their performance and readiness for reference checks.

By focusing on these questions, you get a clear and honest picture of the candidate's fit for the role.

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In this video, we delve into the focused interview, a targeted approach to assess a candidate's abilities in a specific area of the role. For instance, when hiring a VP of Sales, you might evaluate their skill in structuring profitable deals by involving someone from the finance team, like the CFO.

The process:

• Dive deep into a specific part of the scorecard, such as deal structuring.

• Ask detailed questions about their accomplishments and failures in that area.

• Evaluate their responses: if their accomplishments outweigh failures, they score high; if not, they score low.

This focused method ensures you thoroughly assess the candidate’s expertise in critical aspects of the role.

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In this video, we discuss how to sell a candidate on accepting your job offer by addressing their key needs and concerns. Great leaders use the Five F's of Selling checklist to ensure success:

1. Fit: Highlight how the role aligns with their skills and career goals.

2. Family: Address how the job supports their personal and family life.

3. Freedom: Emphasize flexibility and autonomy in the role.

4. Fortune: Showcase financial benefits and long-term growth opportunities.

5. Fun: Share how the work environment and culture will bring them joy.

By tailoring your pitch to these factors, you can effectively close the deal and avoid losing top talent.

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This video explains how to effectively onboard a new hire, ensuring they hit the ground running and succeed in their new role. Follow these three key steps using a simple onboarding priorities guide:

1. Priorities:

   • Review the scorecard and clarify expectations.

   • Discuss what aspects of the job they might find easy or challenging.

2. Who:

   • Introduce the key people essential to their success.

   • Provide context on the team and stakeholders.

3. Relationships:

   • Establish how and when you’ll communicate.

   • Align on collaboration methods to drive results.

A structured onboarding process sets the tone for success and builds confidence in your new hire.

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