The Hiring Process – Summarized

Jack Welch, former CEO of GE, wrote a book called “Winning”. According to Warren Buffett, one of the top-5 richest men in the world, this book is “The Only Management Book You’ll Ever Need.”

Let’s learn from this awesome information and use it in our small to medium sized businesses.

  1. First, you want to test people for Integrity, Intelligence and Maturity
  2. Second, you need to put each candidate through the 4-E (and 1-P) Framework
  3. Third, if you’re hiring for a leadership position, you should look for the 4 Components of a Leader

Why Is Hiring Longterm Employees Important?

Hiring and retaining a quality internal fulfillment, sales, operations, finance teams is one of the most challenging and important components of any small to medium sized business.

If we get this wrong, it doesn’t matter how awesome your internal processes are, your employees will restrict your business from growing. However, if you get this right, your chances of success greatly increase!

    What Does Each Part of the Hiring Process Mean? (In Detail)

    Test #1: Test your employee’s for Integrity, Intelligence and Maturity.

    This should be completed in the first interview. The following 3 qualities are known as core necessities for a great employee.

      Integrity

      1. Do they tell the truth?
      2. Do they keep their word?
      3. Do they take full responsibility for their actions?

      Intelligence

      1. Do they have a strong dose of intellectual curiosity?
      2. How about a breadth of knowledge? Consider formal education last here.

      Maturity

      1. Can they withstand heat?
      2. Can they handle stress and setbacks?
      3. Can they enjoy success with joy and humility?
      4. Do they respect the emotions of others?
      5. Are they confident, but not arrogant?
      6. Do they have a sense of humor about themselves?

      Test #2: Screen Your Employees for Energy and the Ability to Execute, Using the 4-E’s (and 1-P) Framework.

      Energy, ability to Energize, Edge, Execute & Passion. This test should be completed on the second interview.

        E #1: Energy (Positive Energy)

        1. Do they have positive energy?
        2. Do they thrive on action and love change?
        3. Are they generally optimistic?
        4. Are they outgoing?
        5. Do they love to work – Why?

        E #2: Energize (the ability to energize others)

        1. Can they inspire a team to take on the impossible and enjoy it?
        2. Would people fight to work with them?
        3. Are they a great, energetic communicator?
        4. Can they clearly define objectives?

        E #3: Edge (the ability to make tough yes or no decisions)

        1. Do they know when to stop analyzing the facts and make a tough call?

        E #4: Execute (the ability to get the job done).

        1. Can they get over the finish line?
        2. Can they put decisions into action and push them through to completion?
        3. Can they make sure it gets done through resistance, chaos, and unexpected obstacles?
        4. Do they know that winning is about results?

        The 1-P: Passion

        1. If a candidate has the 4 E’s, then you look hard for passion
        2. Do they have a heartfelt, deep, and authentic excitement about work?
        3. Do they really care deep in their bones? (about employees? Colleagues? Friends winning?)
        4. Do they love to learn and grow and get a kick out of when other people do the same?
        5. What are they passionate about outside of work (passionate people usually carry it through other areas of their life)

        Test #3: Leadership Testing – Looking for the four traits of a leader.

        Energy, ability to Energize, Edge, Execute & Passion. This test should be completed on the second interview.

          Authenticity – Leadership Trait #1

          1. Do they know who they are?
          2. Do they feel comfortable with who they are?
          3. Do they have a certain level of realness?
          4. Is there a certain phoniness to them?
          5. Could their underlings connect with them?

          Ability To See Around Corners – Leadership Trait #2

          1. Do they have the ability to predict the future?
          2. Can they expect the radically unexpected? (imagine the unimaginable)
          3. Can they see where the market is going?

          Ability To Surround Themselves With People Smarter Than Them – Leadership Trait #3

          1. How do they react to being the dumbest person in the room?

          Heavy Duty Resilience – Leadership Trait #4

          1. Do they learn from their mistakes quickly, regroup, and get going again with renewed speed, conviction and confidence?
          2. How do they react to a crisis?
          3. Have they had 1 or 2 very tough experiences?