Kindle Notes & Highlights
If your company makes the position all about you, chances are you will not get the right person interested enough even to “kick the tires”.
You must make the job description about their growth and opportunity and not simply a listing of all your wants and needs.
If you want great candidates to apply for your position, make sure you think about their needs as well,
I implore you to look internally first.
trust, strategy and relationship.
Immaturity isn’t a hopeless state. It usually just signifies no one has invested sufficient effort yet.
Delegation actually creates respect.
looking at projected revenue is key to finding the cash you need to support a new position.
Accuracy in revenue projections prove difficult in the non-profit world.
When I hire someone, I want to see more excitement each time I talk about the position. So, I need more than one interview.
The interviewing and hiring process could - and very well should - take several weeks. When done right, it can bring before you the very best people in the world.
When I bring new hires on board, they are attached to my hip on the very first day. I bring them to meetings, lunch appointments, and conferences. They ask me questions and I answer. There are no secrets and no meeting is too “big” for them to attend.
They’ll discover what the company is about, what you’re trying to achieve, and how you’re trying to achieve it.
At the end of the day, I sit with every new hire and ask questions like:
When I see a resume that sparkles, the first thing I do is pick up the phone and conduct a ten-minute
determine if the candidate has good rapport and is genuinely interested in the position.
One of the primary characteristics I look for in potential candidates is teach-ability.
The last thing you want is someone who thinks he has all the answers and isn’t teachable.
You look for one key characteristic— passion.
But, skilled and passionate individuals often prove so difficult to find, we often settle for one or the other.
I just couldn’t discern whether when things got tough, she’d be able to push through the turmoil.
Be honest, be clear, and communicate the details of every position.
It’s easy to get a team of B players and feel “good about things.”
we cannot improve what we cannot measure. We measure to check performance, to inspire our teams to improve for the ultimate benefit of each and every team member.
up and desperation sets in, no one wants to
The only way to avoid this problem is by recognizing it during the hiring and interviewing process.
If someone is difficult during the hiring process, she's going to be difficult on the team.
The reality is, however, if it takes two weeks before a candidate is available to interview, if someone doesn’t return your emails within 24 hours, the individual will be difficult to manage. Take my word, I promise!
Don’t convince yourself otherwise, take this advice!
The question your new hire should be asking you isn’t when he gets to wear your suit and sit in your seat, but instead, “How can I help you succeed?”
A great question to ask at this stage of the process is the very same one I asked my Bob-like candidate: “Why do you want to work here? What excites you about this position?”
You won’t ask about skills at this interview. Instead, you’ll ask about likes and dislikes.
My experience has shown skills can be taught, nurtured or improved, but personality and character cannot be corrected.
That’s why I go there first, over skills.
Despite the stellar job description you put out there, it’s always good to ask a candidate to explain what they think about the job and its responsibilities.
It’s about how we handle them and make it through to the other
Each experience I find helps lower their guard, and the real person starts to show up more.
I passed on her. I was frustrated. It was hard, but it was the right thing to do.
You’ll know when the interview process is over because your gut will tell you.
Occasionally, you’ll bump into a candidate who blows you away. You’ve talked to her three times and the conversations got better every time. If this is the case, you’re ready to bring her on board.
ended up with a poor hire. Know Your Kryptonite!
A well-written resume demonstrates skills – a cover letter reveals character. Just as I discard resumes with grammatical errors, I also rarely read a resume that lacks a cover letter. I feel they are an indication of a willingness to do what it takes to get a job done.
Ask, “What is your understanding of the job you’d be doing in this position?” You’d be surprised at how often candidates has differing views than you intended.
Southwest isn’t interested in hiring only the very best pilots; they’re interested in hiring the very best pilots who fit their culture. Big difference. You can, and should, have it both ways.
I sat down and talked with her and asked her what she needed.
Do you know where you’re going? Have you set a clear goal for your team pointing everyone in the direction of the finish line?
If you express your vision and expectations at the start of each project, all of those emails, conference calls and meetings scheduled due to a previous lack of communication will disappear from your calendar like magic.
your weekly meetings go around the table and tout the achievements of each team
You want to hire someone who aligns with your values and is excited about what you do. Without
ditch the search for perfection.
