If You Want To Make Better Hires, Please Watch This.

0:00So the test-first hiring method is the idea that, you know, I got this from Seth Godin, you know, a long time ago, you know, Clay Baer. He introduced me to Seth. I'm in New York and we go to his favorite ice cream place. That was when I was doing clarity.fm. Uh-huh. And I was just so excited to meet the legend marketer Seth Godin. And um we're talking about Clarity, which is a marketplace for entrepreneurs get paid over the phone. And that was cool. It was like kind of LinkedIn had a call

0:22button. But in our conversation with Seth, we were talking about people and talent cuz we had just raised a bunch of capital and we're hiring. And he goes, "Yeah, I have a rule. I just I can't work with you until I work with you." And I said, "What What does that mean?" And And he was just like he was ready to

0:39move on. I was like, "I can't move on. What What does that mean?" And he essentially says, "Before I work with anybody, I do a project with them." Mhm. And I'm like, "I don't do that." And that was a big aha. And I said, "Tell me more." And he tells me about the whole process. So over the years, I've I've developed kind of a three-part way of how I hire. And the first part is people have to submit a video answering questions that are very clear. And they have to figure out how they upload the video to give me the video. And why do I do that? Well, first off, I want to make

1:11sure they can read the instructions. Mhm. And they can shoot a video and talk to a camera, which is really important from a communication point of view. And they can technically they're advanced cuz I mean, we're we're doing distributed teams. I don't have time to teach you how to use Google Docs, right? So can you record a video and upload it and get a link and then put it in the submission for the the application. So that's step one. Step two, we do a profile assessment. So a lot of people hire folks and they're like, "Man, this person just isn't like the lights aren't on." You know, you're you're talking to

1:40them and it's like, What's going on? "Did you hear what I said?" Turns out you can test for a lot of this. Cognitive intelligence, yeah. Yeah, so we have a profile assessment that not only does it do their kind of the cognitive side, it also does just their their their default behaviors. See, I think

1:56And their personality style, too? Dude, it's all that cuz the best hire is somebody that selfishly has a desire to be better at the thing you hired them for. My favorite question is to hire ask somebody in 5 years you can't be working together, you wake up and you're living your dream life, what does that look like? And they explain to you exactly what they want to do is what you need

2:14them to become in your company. Game on. Right. So, that's step two. Step three is the test project. Here's what's different about the way I do test project. A lot of people are like, "Oh, yeah, we do test projects." No, we simulate. So, whatever the role they're going to do is what they do for the test project. So, I just hired a CEO to run one of my companies. His test project, amongst the four other candidates, was to create a

2:3890-day plan. Cuz that's the first thing you know what I mean? So, Right, right, right. whatever they're going to do when they start working for you is 100% what the project should be. And that's why it's called the test-first hiring method. So, before somebody ever gets to the end, the other rule I have is I always have

2:53to have three really good candidates. Which it sounds like a lot of work, and it is, but the chances of you not hiring somebody that can hit the ground running and add a lot of value to your business is very it's limited. What happens when you hire fast and you don't have three potential candidates to

3:08make a decision from? It happens sometimes, especially if it's like a key role, a specialized role. I mean, we'll look for it and just manage the expectations. The big thing that we do that's quite different is we document everything. So, if the person comes in and they don't pan out, at least we have

3:23a process, so we're not left hanging. But Sure. it's never usually a good And it it also Think about what it communicates to the person that you're hiring. Right? If they go through this process, they're thinking to themselves, "I'm joining a killer team." Right. So, like a lot of times, really senior director level above hires we're making, they're so impressed with our process that they almost want to come work for us as they're going through it cuz they're thinking, "If I had to go through this,

3:48Right. imagine the other people I get to work with." Yeah. You know, so I think that's the the business part is is always interesting because yes, you have to figure out how to be the talent. But then it's always about the people. I think we build the people, the people build the business. Real quick, you've made it to the end.

4:02Let me tell you what I know about you. You're not somebody that's looking to do shelf help. You're not somebody just doom scrolling on social media. You're here cuz you want to build, build a real business and you're sick and tired of not getting the real insights to grow inside your business. So I want to help you avoid all the pain trying to figure

4:19this out the hard way like I did it. That's why I put together everything I've ever learned into the scale workbook. It's the internal document that I use with every founder I work with that turns a chaotic business into a money-making machine. I'm teaching you all of this without burning more hours. It's totally free. The link is in the description or you can just scan the QR code on the screen cuz I'm here to help

4:38you build your empire.