Recruiting is easy, but most people suck at it.
Over the past year alone, I’ve hired 100’s of Coaches..
..most from pro & college sports, to join an unknown tech startup.
If you want to attract A+ talent, read this:
Over the past year alone, I’ve hired 100’s of Coaches..
..most from pro & college sports, to join an unknown tech startup.
If you want to attract A+ talent, read this:
First, some context.
All of this is predicated on the assumption you’ve established a scorecard.
Start by identifying the values and skills necessary for success in your role.
49% Skills : 51% Values
It’s okay to flex on skills.
NEVER compromise on values.
Here’s our 51%
All of this is predicated on the assumption you’ve established a scorecard.
Start by identifying the values and skills necessary for success in your role.
49% Skills : 51% Values
It’s okay to flex on skills.
NEVER compromise on values.
Here’s our 51%
Form A Tribe
Do your research (beyond their resume) to find common ground.
Dive into their profile.
Any shared connections?
If they’re active on social media; what are they sharing?
Connect the dots early, so they feel like you’re “one of us”.
Do your research (beyond their resume) to find common ground.
Dive into their profile.
Any shared connections?
If they’re active on social media; what are they sharing?
Connect the dots early, so they feel like you’re “one of us”.
Don’t Be A Robot
Ideally, it should *feel* casual.
The more comfortable they are, the more they’ll share with you.
They’re interviewing, but it’s you who’ll need to get them hyped to join your team.
Do that, and you’ll also uncover red flags if they have any.
Ideally, it should *feel* casual.
The more comfortable they are, the more they’ll share with you.
They’re interviewing, but it’s you who’ll need to get them hyped to join your team.
Do that, and you’ll also uncover red flags if they have any.
Listen!
If you’re typing notes, you’re not present and they’ll notice.
Build off what they share to show you’re listening — Collect Dots.
When it’s time to close — Connect The Dots.
This isn’t a job, it’s a path to their dream.
Paint a picture that aligns with their vision.
If you’re typing notes, you’re not present and they’ll notice.
Build off what they share to show you’re listening — Collect Dots.
When it’s time to close — Connect The Dots.
This isn’t a job, it’s a path to their dream.
Paint a picture that aligns with their vision.
Coach Them Up
Neither party benefits if your candidate is overtly nervous.
To identify talent, you need to get an accurate representation of them at their best.
If it takes a little coaching, be prepared to help them along.
Neither party benefits if your candidate is overtly nervous.
To identify talent, you need to get an accurate representation of them at their best.
If it takes a little coaching, be prepared to help them along.
No Tricks
It’s disingenuous.
You may be interviewing them, but if all goes well you’ll need to sell.
Don’t leave them with a bad first impression.
Give structure upfront.
What are you hoping to learn?
You’ll get far better signal from your questions this way.
It’s disingenuous.
You may be interviewing them, but if all goes well you’ll need to sell.
Don’t leave them with a bad first impression.
Give structure upfront.
What are you hoping to learn?
You’ll get far better signal from your questions this way.
No Fluff Questions
Everyone has their go-to character revealing questions.
It’s all bullsh*t — full stop.
Ask a BS question, you’ll get a BS answer.
Instead, dig deeper.
Ask for examples.
Be specific, and you’ll learn about their values & skills from what they *have done*.
Everyone has their go-to character revealing questions.
It’s all bullsh*t — full stop.
Ask a BS question, you’ll get a BS answer.
Instead, dig deeper.
Ask for examples.
Be specific, and you’ll learn about their values & skills from what they *have done*.
Avoid Hypotheticals
Instead, ask what they learned from proud or low moments.
Would they have done anything differently?
If so, what?
You’ll find out quickly how self-aware they are;
•Are they opened minded?
•Do they accept responsibility?
•Have they learned from failure?
Instead, ask what they learned from proud or low moments.
Would they have done anything differently?
If so, what?
You’ll find out quickly how self-aware they are;
•Are they opened minded?
•Do they accept responsibility?
•Have they learned from failure?
Focus On Their Journey
We’re wired to tell stories & there’s none we love more than our own.
Reliving their hero’s journey will put them in flow state and
..you’ll learn their values from specific examples.
If they can’t get passionate about their own story, it’s a ‘hell no’.
We’re wired to tell stories & there’s none we love more than our own.
Reliving their hero’s journey will put them in flow state and
..you’ll learn their values from specific examples.
If they can’t get passionate about their own story, it’s a ‘hell no’.
“Tell Me More...”
Inevitably, your candidate will say something surface level; catch themself & stop.
Show genuine curiosity. Ask them to elaborate.
Example:
We’ve all had bad bosses.
When given the chance, do they take the diplomatic path or slam the boss?
This is a tell.
Inevitably, your candidate will say something surface level; catch themself & stop.
Show genuine curiosity. Ask them to elaborate.
Example:
We’ve all had bad bosses.
When given the chance, do they take the diplomatic path or slam the boss?
This is a tell.
Threat Of A Reference Check
“What will [boss’s name] say are your biggest strengths/weaknesses?”
The strength/weakness question is otherwise useless.
Push them to share with substance.
*Will* is a truth serum — it signals you’ll call their boss to find out.
“What will [boss’s name] say are your biggest strengths/weaknesses?”
The strength/weakness question is otherwise useless.
Push them to share with substance.
*Will* is a truth serum — it signals you’ll call their boss to find out.
Show Your Warts
Don’t oversell.
Help them make an informed decision.
Be upfront about what sucks, and where they may struggle.
Superstar or not, if that’s not what they want, it’s not a fit.
Example:
I tell candidates, “this will be the hardest job you’ll ever have…”
Don’t oversell.
Help them make an informed decision.
Be upfront about what sucks, and where they may struggle.
Superstar or not, if that’s not what they want, it’s not a fit.
Example:
I tell candidates, “this will be the hardest job you’ll ever have…”
Tell Compelling Stories
•Your story
•Founder story
•Company story
We’re all moved by the power of a good story.
It’s literally a survival instinct from our caveman days.
Talented people don’t care about WHAT you do.
They care about WHY.
And, WHO they’ll be alongside.
•Your story
•Founder story
•Company story
We’re all moved by the power of a good story.
It’s literally a survival instinct from our caveman days.
Talented people don’t care about WHAT you do.
They care about WHY.
And, WHO they’ll be alongside.
Win With Us, Or Watch Us Win
The most savage thing I was told when it came time to make a decision to join Future:
“I’d hate for you to read about us one day.”
Recruit with this mindset, and you won’t need to sell.
The right talent to execute your vision will be drawn to you.
The most savage thing I was told when it came time to make a decision to join Future:
“I’d hate for you to read about us one day.”
Recruit with this mindset, and you won’t need to sell.
The right talent to execute your vision will be drawn to you.
If you found this helpful, follow me @jbonhotal
I share insights on human performance, coaching, and leadership.
I share insights on human performance, coaching, and leadership.
Recruiting & Hiring can be an invaluable superpower.
If I can be a resource to help you in this area, reply below.
I’ll tell you what I know.
To dive deeper, ‘Who’ is a must-read!
amazon.com
If I can be a resource to help you in this area, reply below.
I’ll tell you what I know.
To dive deeper, ‘Who’ is a must-read!
amazon.com
Here’s another great resource from @dklineii & @austinbelcak
I’d highly encourage you to read if you want to excel on both sides of the table.
I’d highly encourage you to read if you want to excel on both sides of the table.
And, my friend @EvergreenMEP recently shared 6 Must Ask interview questions.
Greg is a multi-exit founder who has raised $300M+ and now invests in startups full time.
I’d say he knows a thing or two about asking great questions, that you should steal…
Greg is a multi-exit founder who has raised $300M+ and now invests in startups full time.
I’d say he knows a thing or two about asking great questions, that you should steal…
And, to learn more about how we built the best coaching team in the world @futurefitapp..
Listen & subscribe to my podcast:
The Future Of Human Performance
open.spotify.com
Listen & subscribe to my podcast:
The Future Of Human Performance
open.spotify.com
TL;DR
•ToRC
•Listen!
•No Tricks
•Coach Them
•Form A Tribe
•“Tell Me More…”
•Show Your Warts
•Don’t Be A Robot
•No Fluff Questions
•Avoid Hypotheticals
•Tell Compelling Stories
•Focus On Their Journey
•Win With Us, or Watch Us Win
•ToRC
•Listen!
•No Tricks
•Coach Them
•Form A Tribe
•“Tell Me More…”
•Show Your Warts
•Don’t Be A Robot
•No Fluff Questions
•Avoid Hypotheticals
•Tell Compelling Stories
•Focus On Their Journey
•Win With Us, or Watch Us Win
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