today i want to teach you how to make a
final hiring decision and this is how
the pros do it so i'm assuming that
you've been interviewing job candidates
and you've got your number down to maybe
three or five final candidates
and you're wondering how do i decide
which one to hire which one is going to
be the best candidate i mean if i
interviewed him they can all do the job
but which one is going to be the right
one which one's going to be the best one
which one is going to last the longest
in this role
now i'll tell you there's six questions
that you need to ask yourself before you
hire anyone i mean you've already spent
hours
asking candidates questions but the best
questions are the ones that you ask of
yourself
and there's six of them and the first
one is can they do the job
now chances are if they've made it this
far in your hiring process they can do
the job but does the job reinforce their
nature like say for example let's say
they're a people person and they get
along with everybody and they love
socializing they love talking to people
and
they're very charismatic well
taking that person and giving them a job
where there's no interaction with people
isn't going to suit their nature and so
if it doesn't suit their nature
the job isn't going to fulfill them and
if their job doesn't fulfill them
they're just going to quit which means
they're not going to last long in the
role so you want to make sure that the
job you're hiring this person for
suits who they are as a person so that
it fulfills them inside so that they can
continue to grow moving on to number two
will they do the job meaning will the
relationship last i mean does this job
meet their own personal goals i mean if
it doesn't they're going to leave
they're going to be out here in six
months so you want to know
where they want to be in maybe three
years i mean if they want to be making
500 dollars in three years and this job
only pays a hundred thousand dollars um
then the job isn't going to meet the
long-term goals which means they're not
going to last in the role or let's say
this job is for a computer analyst or a
computer programmer but the person
wants to be a financial analyst down the
road well those are completely those are
two completely different careers i mean
maybe the person is
totally capable of being a programmer
but in their heart they want to be a
financial analyst but they're willing to
do this job for a while for you
don't hire them the relationship isn't
going to last if they want to be in
finance but they happen to be good at
computer programming don't bring them in
because the job isn't going to fulfill
their long-term goals and in six months
or a year they're going to be out of
here and you are looking for people who
are going to last two or three years in
the role
so the next question to ask is are they
the right fit for the company i mean do
they share the same values as your
company are they attracted and excited
and enthusiastic about the vision of the
company and where it's going and what it
does and what its mission is
and are they in alignment with the type
of people who already work there i mean
if you already have a culture of people
who are constantly pushing and nudging
each other to do better and to do better
and to do better and
this person isn't quite like that
then they're not going to fit in they're
going to always be
an outlier inside of your company and
they won't get along with everybody they
won't have the same rapport with
everybody and they won't be pushing
everybody else and if you have a team of
a players who are constantly um
nurturing and pushing each other to do
better
they might those a players might push
this new person in there but
that new person because it's not their
it's not part of their values they're
not going to give back they're not going
to push everybody else to do better and
then what you have is you have kind of
an oddball working for you and they're
either going to quit or worse they're
going to stay and keep working for you
and they're and they're never going to
perform at the same level that same high
performance level that everybody else is
in your company
so after answering those three questions
if you're still not sure who to make
your offer to the next question you ask
yourself is which candidate poses the
least risk to your business
and that's probably one of the most
important questions because you might
have two or three candidates who can all
do the job and you like them but which
one is the least risky that's really
what it boils down to and what i mean by
that is which candidate is going to be
in the role for the longest time
with the likelihood of doing the best
job i mean that's really what you want i
mean you might be able to find people
who can do the job and are good at it
but
they might only last a year in the job i
mean for you to to make your money back
on a candidate they at least need to be
in the role for two years preferably
longer
and that's why you want a candidate who
poses the least risk to the position the
company and the team and i mean you also
might find a candidate who is wonderful
yeah they might be there long term
they can do the job
but
maybe they're not quite the culture fit
which means they're not going to fit in
with everybody else and if they don't
fit in with everybody else you're not
going to have that synergy back and
forth so again they pose a risk to the
company they might also pose a risk to
your customers
there's all kinds of different risks
only you know what your risks are but
this is a question that you need to be
asking yourself now if you're still
stuck the next question to ask yourself
is which candidate has the most room to
grow so maybe you have you're down to
three or five candidates
and
maybe this is a lateral move for some of
them and maybe for one or two of them
this is a step up
and this is an opportunity for them to
grow and yeah they don't know everything
about the role they have to grow into it
but it's so much better for you as a
business owner or hiring manager to put
somebody in a role where they have room
to grow because now they when they get
in there they're really excited about it
they don't know everything that's going
on and so they have to push themselves
into that role they have to strive to do
harder if you put somebody in a role
who's
you know where it's a lateral move for
them
they're not going to be all that excited
about it they're not going to be excited
to go out there and you know pound the
pavement hit the ground hard they're not
going to push themselves like someone
who has room to grow and that's another
super important question
find out which candidate you believe has
the most room who can benefit the most
from this role and the last question you
need to ask yourself is which candidate
is the hungriest for the job they have
the right personality they have the
right fit they have the skills but which
one is the hungriest which one can't
sleep at night which one has been
bugging you been sending you texts been
calling you've been emailing you not
annoying you but just genuinely excited
about the role
and the opportunity and that just feels
that they can do the best in this they
are hungry for it they are excited about
it and they really want to be in this
role and
they're on board with where your company
is going they're probably so attracted
to your mission statement and your
vision that
this job feels like a natural fit for
them
and that's one of the best questions to
ask yourself is
who is the hungriest fort who wants it
more than anybody else i mean you've
always heard the squeaky wheel gets the
grease it's kind of the same thing now
you can't just listen to everybody
because some people are just going to be
real whiny about the job but
listen for people who who aren't whiny
and you know see past that and see if
there's something inside of them that is
just ready to explode and they're just a
total natural fit for your company for
your team for your customers for your
business for your products
those are the questions you want to ask
yourself now i know i told you
that these are the six best questions
but you know what while i was making
this video i came up with another one
and there's actually seven questions to
ask yourself
and the final question is if you've
gotten down to maybe two people
two people left and you can't decide who
to pick because
they they're just mirror images of each
other
the question to ask yourself now is
would i want
this person working for my
competition and that
question doesn't get you thinking like
would you want them
going over there would you want them
working for you know competitor x
and
if you don't care about that then you've
made your decision if you don't want
your competition to have this person
then you've answered your own question
and you know who to make the offer to
now there's actually another step
another process that you can go through
if if you're still stuck after all these
seven questions you're still stuck i
don't know who to hire
put the candidates in a candidate
audition put them on the job bring them
in you know to have them work a half day
put them in a meeting take them on sales
calls give them a small project to do i
mean if this is a for a programmer
position
give them some troubleshooting stuff
you know put them through a simulation
of how to troubleshoot a program or if
this is for an it position put them in a
lab and have them solve some technical
problems
and you could do this in a couple hours
this could be just a test that you email
them it could be anything but it's
called a candidate audition i'll tell
you hardly anybody does them but what
they allow you to do is to evaluate
somebody
on the job before you actually hire them
i mean you might put them through a
simulation you might bring them on a
meeting
you might have them work on some things
and
you might very quickly find out that you
know we like this guy but
he ain't got it um the other one is the
clear winner or you might get in the
situation where you bring them in and
they work for a day
and they're like hey i don't think i
really want this job
how valuable would that be to you if
they decided that after just working a
few hours in an audition that they
didn't want this job they didn't like it
they thought they wanted it but they
didn't and they like come out of here
i mean tony shea of zappos used to do
this what they would do is they would
put candidates in a one week boot camp
and that's where you got to go through
you know all the ups and downs of the
jobs and you know all kinds of training
and this after you've gone through the
whole interview process and you were
selected to be hired you'd go through
this one week boot camp so after the
boot camp after that was up they would
come to you and say okay
we'll give you two thousand dollars
right now to quit
and
tony was actually really smart to do
this because what he did was
he was buying out people who weren't 100
percent on board with zappos and where
zappos was going he wanted people who
were attracted to his vision and his
mission and anybody who wasn't was dead
weight and he didn't want him he didn't
want someone working a job for six
months
and then just quitting he wanted people
who wanted to be there
and that's why he offered him two
thousand dollars to leave now some
people would take it and tony be like
yes that's awesome i'm glad to pay that
money now because you just saved me tens
of thousands of dollars
and for the other people they're like
you know what the two thousand dollars
is nothing i am here for zappos i am
going to be here long term this is what
i want
so think about that before you make your
final hiring decision now to help you
with your next interview process i
created a brand new book called the
seven master steps to hiring a players
and it walks you through
seven steps of hiring people how to
create a scorecard how to properly
interview candidates how to do values
phone screen interviews how to do
auditions how to check references covers
everything so you you just follow this
blueprint and it just walks you through
the whole process and teaches you how to
interview candidates from start to
finish and make a final informed hiring
decision just head on over to the
simplehiringsystem.com
put your name and email address in there
tell me where to send this book i will
get it out to you right now even if it's
2am in the morning all right my friend
that is all i have for you today i
sincerely wish you the very best of luck
in growing your business and hiring the
best most talented most competent people
into your business so that it thrives
i'll see you in the next video bye now