The Talent Genius by John Pyke

Author:John Pyke
Language: eng
Format: epub
Publisher: Evolve Global Publishing

Chapter 8 - The Hire Fast Fire Fast Checklist

The main message of this book is as follows: when you implement a time-tested, scientifically proven hiring system, you take the subjectivity out and eliminate the costly, frustrating guesswork from your hiring process. After all, knowing is always better than guessing! Using assessments to identify the right candidates quickly, allows you to feel supremely confident about your hiring decisions. Perhaps the best part of quadrupling your hiring effectiveness is that it helps to ensure significant competitive advantage. As Steve Jobs once said, “A small team of A+ players can run circles around a giant team of B and C players.”

There are certain innate abilities that people have and when they are in a position that aligns with their true nature, they are wildly successful. You can identify those qualities before you hire someone—and it can be done quickly and easily. Here is a handy checklist for the Hire Fast, Fire Fast System:

Build your network.

Make a list of companies and identify prospects within them.

Ask around—find out who is the real deal.

Reach out to them subtly.

Build a shortlist for future hiring.

Ask for help if you need it—recruiters can help take your search to the next level.

Don’t just rely on one test and call it a day. These tests work best when they cover multiple aspects at once.

Find a high quality DiSC profile to start to understand each applicant’s personality type.

These assessments can be completed in-house, but you will get more accurate results by working with an expert consultant.

Values and motivations will tell you a lot about what a person is best suited for. Use an instrument that gets to a person’s “why.”

Use these motivations to create a work environment that resonates and fulfills your employees.

Test for a person’s hardwired talents and abilities—these are different from skills which can be learned over time.

Look at the job and decide which strengths will best align with the type of job you are looking to fill.

Don’t be too literal—if there is a candidate that meets your other requirements but doesn’t have the innate talents you had in mind, is there a way to meet the goals of the job in a way that works better for them?

Spend some time articulating your company culture so you can communicate it to potential employees.

Use your values assessment to eliminate red flags and guide discussions with candidates.

Don’t forget the culture of working hours and commitment—does the candidate’s drive match your organization?

Test them out by having a day onsite with their potential coworkers and work tasks. Observe them carefully during this time.

Set up a meeting with a new hire to tell them why they were hired and why you think they are destined for success.

Discuss the employee’s communications style, motivations, and innate talents and how those will shape their new position.

Adapt your leadership style to that employee for the best results.

Try inboarding by giving the assessments to your current employees and discussing the results with them.

Fire fast when necessary, but give them the tools to find the job they are really suited for.

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