Over the last twenty-five years, I have hired, promoted, and laid off over a thousand people. The key to success in business is building the right team. If you’re looking to hire better, promote great team members, and avoid painful firings, this guide provides you with a system to create a high-performing team and the tools to implement it.

Why a Hiring System Matters

Most of us struggle with underperformers, leading to frustration and wasted resources. A solid hiring system is the answer. Once I created a structured hiring process, I significantly upgraded my teams.

The A-Player Hiring Process

This process is different from what you might be used to. It includes several steps that allow you to assess candidates even before meeting them. By implementing this system, you will save time and attract better candidates while repelling those who are not a good fit.

Step 0: Know What Success Looks Like

The first step, which I call “Step 0” (because it should happen BEFORE the hiring), is to define what success looks like for the role you’re hiring for. Instead of rushing into hiring, take a moment to define the key attributes and outcomes you expect from the position.

Step 1: Sourcing Candidates

Start by sourcing candidates from your existing A-players. They are likely to know other high performers. Also consider leveraging your email list and social media to advertise open positions.

Job postings are advertisements. They should attract the right candidates and repel the wrong ones. A well-crafted job ad describes the kind of person who will be successful in the role. Think of it like you want to attract the right customer – in this case, the customer is a potential team member.

Step 2: Filtering Candidates

Next, you need to filter candidates. Use assessment questions in your job application to ensure candidates put in some effort. This small hurdle can help weed out those who aren’t truly interested (in the video linked above I give examples).

Step 3: Pre-Screening

Before engaging in interviews, conduct a quick ten-minute phone screen to filter out candidates who don’t meet your expectations. Look for enthusiasm and clarity in their responses (again, in the video I’ve got scripts and checklists for this).

Step 4: Interviews

During interviews, focus less on resumes and more on how candidates think and problem-solve. Use behavioral and simulation interviews to gauge their capabilities. (I’m a broken record now, but there’s a free download with the video)

Step 5: Onboarding

The first ninety days of a new hire’s experience should still be viewed as part of the interview process. Implement a thirty, sixty, ninety-day plan to set clear expectations and assess performance.

Key Takeaways

• Always define success before you start hiring.
• Use existing A-players to source new talent.
• Make job postings engaging and targeted.
• Filter candidates with assessment questions.
• Conduct thorough pre-screening and interviews that focus on problem-solving.
• Implement a structured onboarding process to ensure new hires succeed.

By following these steps, you can build a team of A-players who will elevate your business. If you want to learn more about the process of scientific entrepreneurship and how it can help your business, visit CEO Workbench.