Bad hires cost us tremendously in time, money, morale, and emotional angst, not to mention damage to our cultures and brands. And we have all made bad hires. Sometimes we are desperate, sometimes we compromise, and sometimes we go with our gut. But most often this happens simply because we do not have a robust and repeatable process to find and truly vet “A-Players”.
According to TopGrading, most companies hire A-Players only 25% of the time.
Following a proven methodology, companies can achieve successful hiring of A-Players up to 90% of the time.
I help you understand the methods used by General Electric and other successful hiring organizations, and adapt them to your smaller business.
As small business owners and entrepreneurs we do not have the resources that a GE has. But there are methods and processes you can put in place that will improve your hiring of great people much more often and consistently than 25%, or even 50%, of the time.
In this workshop you will learn:
- how to define and identify A-Players (and B & C-Players)
- how to improve the quality of applicants while reducing the volume of candidates to review
- how to efficiently screen candidates in
- how to get more of the answers you want beyond their prepared resume
- how to organize and hold an efficient interview to find resourceful people with character who align with your values
- how to assess your candidates’ skills in a tangible way
- how to do reference checks that actually get you answers
- how to induct new hires and have them feel welcomed into your organization
- how to create a rapid safety net to eliminate the few B & C-Players that manage to get through
What people are saying about “How to Recruit & Hire A-Players”:
“You NEED to buy this. This hiring course is one of the main reasons I have retired from treatment. If you get it, actually implement it and don’t like it, I will give you two times your money back. If you get it, and implement it, and love it, you owe me a steak dinner next time I see you.”
“Awesome course everyone! I’ve hired hundreds of people in my day and still learned some ways to improve my hiring process.”