It’s no secret that companies today are struggling to secure top-tier talent. With the current labor shortage, competition for high-caliber candidates is at an all-time high, leaving recruiters looking for new ways to attract and retain the best of the best. However, finding and hiring 5 star candidates isn’t as difficult as it may seem. With the right strategy and determination, recruiters can still identify, engage with, and hire outstanding talent — even in a competitive hiring market. By knowing exactly what kind of qualities you’re looking for in a candidate and leveraging the right recruitment strategies, you can discover the stars of tomorrow and secure the perfect hire.
Heenle Turner is the Vice President of Content and Consulting at the ALL IN Company, and a certified HR Professional passionate about finding creative solutions to help businesses succeed. She has provided consulting services to more than 200 businesses of varying sizes and industries. This extensive experience in sales, customer service, and people management uniquely positions her to collaborate with entrepreneurs when it comes to recruiting, hiring, and retaining 5-Star Employees: committed candidates who share the company’s values and go above and beyond to achieve results.
Topics
During this interview Heenle and I discuss the following topics:
- Why hiring vacancies are still a problem within the workplace
- What a 5 star hiring process looks like
- Where to go to make sure we are advertising to the right people
- The makeup of a 5 star candidate
- The 11 universal qualities of a 5 star Candidate
- How to properly interview a candidate
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Transcript
The following is an AI generated transcript which should be used for reference purposes only. It has not been verified or edited to reflect what was actually said in the podcast episode.
On episode, two fifty two of the peak performance leadership podcast: we speak to handle turner and she’s, going to tell you how you can hire that five star employee that you’ve always dreamed of that’s right folks as alba hiring today. Are you ready for this? Alright? Let’s do it
00:00:27
Speaker
welcome one, welcome all to the peak performance and leadership podcast, a weekly podcast series dedicated to helping you hit peak performance across the three domains of leadership, those being leading yourself, leading your team and leading your organization. This podcast
00:00:44
Speaker
the couples, my twenty years of military experience as a senior canadian army officer with world-class guess to bring you the most complete podcast of your ship, going in for more feel free to check out our website at moving forward leadership, dot com with that, let’s get to the show
00:01:04
Speaker
the yes welcome. One welcome all to the peak performance lose your podcast. It is your chief leadership officer, scott mccarthy, and thanks for tuning in yet again and this week, we’re diving into
00:01:24
Speaker
hiring hiring your employees, and for this I decided to go out and get an expert in the area. The owner of her own company, all around hiring employees and that’s you- know, turner and in this episode, where are you going to heroes, her basically process
00:01:45
Speaker
as of going out and hiring those five star employees and five star employees? Are it’s more than just saying top tier employees, but rather that is actually part of her process anyway. So in this podcast episode we talk about. You know why harm
00:02:05
Speaker
vacancies are still a thing. What the process looks like how to make sure we’re going after the right people.
00:02:13
Speaker
What the makeup of a five star candidate is lovely and universal qualities within windows, five-star candidates and so much more so it’s action packed jammed to the gills. So, if you’re looking to hire someone and maybe you’re struggling to hire the right person, this
00:02:33
Speaker
podcast episode definitely for you, so it lays dormant. That’s it for me, you don’t what that’s enough, so why don’t you sit back, relax and enjoy my conversation with an alternate all the hiring that five star
00:02:47
Speaker
employee?
00:02:50
Speaker
The
00:02:58
Speaker
welcome to the podcast so good to have you here today get thank you for having me. I knew y’all got a good feelings. Good vibes today were there before hit record. New start immediately talked to be about hockey and canada and stuff like alright, where this girl knows what she’s talking about. So this is going to iraq and shouts
00:03:18
Speaker
a great I’m looking forward to it alright. So today we are talking about getting that five star candidate hired. Now here’s your europe, it’s twenty twenty three march, I’m actually on march break and as record this and the themes are
00:03:38
Speaker
still circling. You kind of post copa, pre, post covert, op known known, to be tired, we’re missing people, great resignation. We we’ve got through like a dunno. How many iterations of these great quote, unquote thing so quite creating great resignation. I I’ve heard another one pop up.
00:03:58
Speaker
Yet again, I’ve actually just cut to note to them to be honest, but the moral of the story is this is that business owners leaders out there are finding a hard time feeling the filling the gaps of of the vacancies. They have positions the oh. Why is this still going round when I hear other peoples in careful the
00:04:18
Speaker
job moon?
00:04:21
Speaker
What what’s going on? From your perspective?
00:04:24
Speaker
You know it’s it’s it’s! It’s has to be a combination of things and I I would say you know people are still
00:04:36
Speaker
people are still not finding what they’re looking for in terms of job seekers- and I end I think I employers and business owners are still struggling with. You know that right formula that right process to to take the time and find
00:04:57
Speaker
a five star candidates, the ones who are truly the best fit for their organization, and so with that you know environment like that, and you know both parties. You know struggling a little bit on on there and and and you know, and then you’ve got em
00:05:17
Speaker
every single person out there doing the same thing right, one application after the other, applying to every job and just kind of getting lost with applications. The assessment fatigue that
00:05:33
Speaker
the way who did I apply to where? What who are you again and then at
00:05:39
Speaker
it, sort of all coming together with this, and it’s quite unfortunate situation, where we still have chop great candidates and great people out there still looking for work and organizations who are who are really struggling without that? Do that right person?
00:05:58
Speaker
So what I’m hearing from you is obviously a multiple of obviously multiple factors. Never a problem has never won one issue per se, so she does level. But what I’m here in particular, is one organizations aren’t necessarily marketing themselves that will up there to there potential candidate pools.
00:06:18
Speaker
You know describing exactly what who they are or what they stand for. What their you know. Their company values are what value they bring to society as a whole per se and spit in particular. What that position’s going to bring into kind of candidates out there kind of not inversely, not doing the same to himself for themselves and cons
00:06:37
Speaker
that whole. What refer to spray and pray so watch out here
00:06:43
Speaker
I’ll apply to this fifteen different job postings and hopefully lamb one and then life will be okay in the end, the problem may may not even get one because they didn’t really focus themselves at the sick position. That’d be a fair summary. What how I read you? I love it
00:07:00
Speaker
alright. So let’s, let’s look at it from from the leadership standpoint here. So again, we have a lot of business owners, many middle to senior leaders listening who are looking to hire people,
00:07:13
Speaker
and you mentioned process not having the right process there like. Isn’t it simple like? Oh, I got a job I throw up on ad for the job and isn’t that good enough should not be good enough to hurt someone, so it might have been good enough and at one point, but really it it’s a
00:07:33
Speaker
it’s. Not it was it’s not working. People are still not getting the candidates that they want they’re wasting their time with unqualified people who are who really just have a pulse and they’re looking to to to work with any organization. So to continuing to do that same thing and just throwing a job posting out there
00:07:53
Speaker
and hoping that there’s a match there and that’s that’s really not the way say you you want to have an objective process. That starts with I like to full transparency about exactly what it is you’re looking for, so you want
00:08:13
Speaker
want to be. You want to have this step by step, automated process that really filters out. You know people who are that mismatched those one two three star candidates who are not a good match for your organization or who dumped me. You know basic qualifying questions like, for instance, when
00:08:33
Speaker
and if I’m in a lot of a like engineering fields, for example, you you need to have a particular degree or maybe a license. Do you know to even to even sign off and complete that project, and so, if you’re, one of your basic qualifying questions should be
00:08:53
Speaker
be. You know, do you have this license? You know yes or no, and if someone says no, then you don’t really need to spend your time interviewing that it’s a waste of time for both of you right. It’s never it’s not gonna work for you and it’s not really fair to that. That person said I go through that process and then so,
00:09:13
Speaker
oh you need to have a process that filters out peep those like those folks who are not a good fit and who are not qualified and that way by the time you get to to the person who’s interviewing who, your evening with you know you you’re, really just looking at you know, potential rock stars to join your organization and
00:09:34
Speaker
you know we talk about fit, and qualifications are really talking about mindset and skillset right. So you need to have people who think breathe and really acts like us business owner, because if something’s, if you have an employee who like for example, if it’s important for
00:09:54
Speaker
for you to pay attention to detail, it’s important for you to triple check every single piece of you know just say a writing or document that goes out to your clients. Then that needs to be important to everybody in your organization, because everybody needs to understand that and kind of get it right. And so you need to find people the
00:10:15
Speaker
who are your five star employees and five star employees are really unique to every organization
00:10:24
Speaker
yeah. Absolutely so I like a lot of things that you said there are one you know identifying, who the job isn’t for is is definitely crucial. Right, like poo, is not the right fit here right. I don’t think we necessarily do that enough, so he you going to use is like okay. If you need this, does
00:10:42
Speaker
qualification or certification license whatever that’s immediately saying? If you don’t have it, then this job offseason, for you that’s easy way to do it, and also like the when I think about positions and one when I’m hiring people and bringing people onto my team like okay ill. Who is it that we don’t want to come in here and not
00:11:02
Speaker
saying that they’re bad or something? Is that they’re, not necessarily the right fit for a job? So I like that part. Definitely we you know organizations out there need to really take ownership and make sure that they get this right right, because this is important because it goes through one. It goes through a huge process of time, commitment, money,
00:11:22
Speaker
commitment and for the whole team to you’re, bringing someone into your team bring him into your inner circle, and if you don’t have this right and you don’t get the right candidate, this could be detrimental to your organization, because you could end up at know deal with this person for three six months and two only in the n and say hey, this isn’t a good fit,
00:11:42
Speaker
have them leave and then you start right back over again. So let’s go like right to the beginning of like: where did we, as my question is like? Where do we go to make sure we’re we’re advertising ourselves, our companies and our positions to these five star candidates like how can we identify the places where they’re hanging out where we can actually get our top posts
00:12:02
Speaker
stings in front of them, so that we’re we’re going to be more successful in the future yeah? So this is to think to sell. So why? And you know ye as the business owner you have to to take the time and and articulate like what exactly you’re five star employee looks like so five star employ.
00:12:22
Speaker
Please have five distinct qualities so one they share. You know their core values align with those of the business owner, so you have to understand first, what’s important to use that you able to identify that in other people and kind of test for that and and really is throw it right there on that job posting to
00:12:43
Speaker
to demonstrate. You know this is what our core values are and they’re sort of the dna of our organization and every one aren’t and our team shares these sofas. You have to be very specific end and like transparent about things about about everything, starting with your own core values and an understanding
00:13:03
Speaker
that yourself- and you also have to you- have to understand that that off a five star employees have the same and a consistent yep. This thread right, so they are all accountable. They asked share the eleven universal qualities. They are all excellent listeners, they’re all
00:13:23
Speaker
limber and they all produce quantifiable results. And then, when you start looking at the position right, you need to understand. Well what are the specific aptitudes and skills for the for the role and what does success look like, and so once you have a good eye, you have a clear idea of what all of this means to you
00:13:43
Speaker
organization. You know, then you start crafting this job posting that really highlights and and tells you exactly exactly what the expectations are here so and, for example, like you need to be very, very specific right. So if you’re expecting certain results, if you have a
00:14:03
Speaker
quota, if you have a goal for sales, a goal for our halls, you know put that right there on her resume. So the person who read or the job listing to you, the person who reads that will a five star candidate, will will look at that information and welcome the challenge and appreciate the organization, appreciate the level of detail and
00:14:23
Speaker
that’s the type of person who you want to attract the person who sees that and says nah not interested, then apply any way. He just felt hurt out someone else who you don’t want to meet with and and then to answer your question about. While you know where do I draw or do I I post this job? How do I get more people
00:14:43
Speaker
all units to apply and really and be interested into this to my team? In my organization, amir, you have to to think differently. You have to you to go outside the box, though you can’t post to just to one job board. You have to to to to like a look. Take a look at me,
00:15:04
Speaker
multiple job boards. You need to think about doing other things like and you elevating your roof. Your referral program, maybe you’re, going up and you know, posts in specific groups that are local to your market like on using social media. So maybe there is a industry specific group, you know me
00:15:24
Speaker
maybe you’re marketing, your business and maybe you’re a guest speaker at a at a score university. You know maybe year and you’re taught you’re trying to figure out well. Where did my current five star employees come from and how maybe I can market to the same place where they came from
00:15:44
Speaker
yup? It’s kind of like what I said earlier, but but when you’re an applicant can’t really spray and pray. I guess, as you know, as a as a leader as business owner, he kind of cat do the same right. You can’t just throw it up on on linkedin, and I expect you’ll get the right result, canvas so throat upon you
00:16:01
Speaker
indeed or whatever, but rather you have to think about. You know from your your perspective and employee shoes, of like okay, we’re due to hang out where, where do they look for further job opportunities?
00:16:14
Speaker
And I, like the referral thing, the one I liked that point. I think that’s a huge point that necessarily doesn’t killing of light. In the you know, the referral things cause someone’s come to you with a known entity. Now there’s a bit of risk that you know just say yeah, but bob here’s the best ever, but you know reality is bob, isn’t just that
00:16:34
Speaker
third they’ve been best friends for since third and in grade school, but then that means you have to have your checks and balances in place in order for that. But at the same time, as you know, it’s like yeah. I’ve worked with bob over this other company. I worked for five years and he was a rockstar of the place. He kept the place together. The company just didn’t recognize.
00:16:54
Speaker
Is it and that’s why he left? Oh okay, all its. Let’s have a chat with bob and sue abrupt and bring to the table here.
00:17:01
Speaker
So I think that that could be a definitely a powerful tool in the toolbox. Right- and I mean you and you had to remember to and- and you know, if your organization has a has a thorough- you know like we refer to it as a hiring gauntlet, so every applicant who comes into amt
00:17:21
Speaker
into our sphere, if they’re, you know it whether through a referral, whether they’re through
00:17:29
Speaker
ziprecruiter, indeed linkedin whatever it is, they still go through the same hiring process, so they have filling out the application. They’re answering those same questions, they’re, taking a skills test there and they’re conducting a screening interview and then having another deep dive interview. You know they’re meeting the team and and five
00:17:49
Speaker
lily, and you know they’re they’re, experiencing sort of a day in the life of of the role, and you know we want to we. We appreciate the referrals and you know so, should you know maybe a reward, the effort of of the current employees who can
00:18:09
Speaker
think of somebody to to to bring into the organization, but they still have to process. They still have to go through our hiring gauntlet to join our team. You know cause it. We still want to to make sure that they’re that person is aligned with the with the needs and wants of our organization and that there really still a good fit
00:18:30
Speaker
yeah. It makes absolute sense for sure yo take toward butter, don’t blindly ticket, but the same time you put them through the same process that you put everyone else her. You know that it’s just fair and transparent, which which I personally agree with and value big time now earlier, you mentioned that the five sir
00:18:49
Speaker
canada, five sir harmful sisters, five aspects to that. Is that correct?
00:18:55
Speaker
That’s okay! Can we can we dive into those and and and and and yo hear more about them? So was what are those five aspects to say yes to a five star candidate, so they earn each each star right, so the first one is that they have and that they wish their core values align with
00:19:15
Speaker
that of the business owner said. The second is that they have and that they score several are higher on the eleven universal qualities of a five-star employee says system of those qualities are five star employees. They can they they’ll. You know enjoy to learn they. They are great listeners
00:19:35
Speaker
a ad. They produce quantifiable results, they’re, very limber and, and then the third star, as that of the five-star candidate, meets or exceeds your expectations for your role, specific skills or aptitudes. So you
00:19:55
Speaker
you need somebody for example, and who you know makes a great first impression. Maybe you have somebody who needs to be organized? Maybe you have somebody who needs to be compliant fry rule, rule and check for checklist, oriented c to decide what your app roles and with the aptitude
00:20:16
Speaker
well sorry for the roles and then make sure that the people you’re hiring, and you know have that meet your expectations there.
00:20:24
Speaker
The fourth star is that they are committed and capable of meeting your success. Metrics so like for the easy example. Is you know if you’re looking for a bit
00:20:35
Speaker
like a chef at a bakery, and maybe your your your specific measurable success metric may be that he heard they’re producing sixty cookies and our right so you’re that specific about exactly what you need? You’re, not just looking for somebody who could make a chocolate chip, cookie
00:20:56
Speaker
you’re. Looking for somebody who can make sixty chocolate chip, cookies and our right and, and then the last star, is that their salary meets a minimum of three x return on payroll, so there, because, because they’re producing results for you, because they’re committed
00:21:16
Speaker
to meeting your success, metrics they’re, going to give you a a solid return on their investment.
00:21:25
Speaker
Those are definitely some interesting things. One are definitely like. The core values thing:
00:21:32
Speaker
bribe, favorites,
00:21:35
Speaker
no cause it’s something that
00:21:39
Speaker
we don’t necessarily talk about. What a butterfingers come more and more important. I think that’s come back to probably the one original questions or people out there. One are struggling to find organizations that matched her core values and two. I think a lot of a lot of people are having a hard time understand what dr core values are in. The first place says
00:21:59
Speaker
whether of bobbin from job to job, which is understandable in on your recovery, younger employees like in their early twenties and stuff. It is because you still tour for your hudak. You are and stuff about forty down, I’m still turnover who, like I am so I get home, but I like that and actually just saw side tangent, is that actually
00:22:19
Speaker
core values exercise for dumars of my leader, growth mastermind. So it’s actually one of the first exercises that get tossed towards them say: hey ciara, check this out and as core values as a leader. So what do you as a leader stand for which has actually become a fan favorite as well in in the last run, though I’ll
00:22:39
Speaker
that one, the the levin’s seven of eleven? Sorry? What was it? Seven love and quality? Oh so they have to score a seven or higher on the eleven universal qualities of a five star employed. Okay, so in you mention of a few of them were rid of that
00:22:59
Speaker
come from where these eleven universal call these come from and
00:23:04
Speaker
not not not not thirteen beloved yeah, I mean so we so we have a answer. This is our enact a trademarked. You know five star employee rating system, and so it it came in through that process and development of this of the system.
00:23:20
Speaker
Kind of influence by a lot of other and allow a lot of similar like mindsets, you know, sort of like the I, the a player b player c player, a little bit of influence, they’re a little bit a little influence of other and thought of industry experts to to to really like
00:23:40
Speaker
articulate, wet and understand what these, what what? What trends and things that we’re really seeing and ends where these elite performers, and that the best of the best employees and and through are kind of our research and such that’s, where how will end on these eleven
00:23:58
Speaker
got it trademark stuff? This is this is the this is the stuff that’s next to the heinz, fifty seven recipe that we’re not gonna as
00:24:06
Speaker
oh. I can definitely share the eleven with uke I ate. That’s why the best and yeah sure bad thing. I can do yeah, so it’s so I are alive. The love universal qualities. Are you someone who is supportive, collaborative proactive limber? They complete tasks, they
00:24:26
Speaker
achieve goals, they produce quantifiable results, so that would go back to your success. Metrics and someone who listens and not just listens but actively listens and and peeve people who communicate their thoughts. Someone who is open to feedback and someone who is you know a learner.
00:24:48
Speaker
Those are awesome qualities.
00:24:51
Speaker
So what we found was like a you know where we we couldn’t really get it down to ten, but we did. We did find that you know with these. Eleven universal qualities are are are present in all of five star employees across the board. We just got over that five star employee in the right seat,
00:25:11
Speaker
yeah right right right. No, I I actually liked them,
00:25:17
Speaker
and I can see your a see how they would be geared towards a five sarcoma pursue. Not just this one has just going to show up and do a job go home brothers. Those are definitely cured. Call is geared towards a a type person who’s going to show up. Do the job find ways that make it better find ways to improve
00:25:37
Speaker
things find ways to you know, go above and beyond exactly what they’re, what they’re there to do? Dan air. So I mean it’s the person who you know it is just collecting a paycheck or the person who is just coming in to to to just be there to be another like a body in
00:25:57
Speaker
your organization, instead of an active contributor is probably some is someone who doesn’t. You know, enjoy the job that any more any way right. So maybe they started and and they they grew out of the job or you know, maybe they were they will never right from the beginning and so to really
00:26:17
Speaker
the you know, scale your business and and to truly I to do like a wonderful things. You will have a team of people who share. You know your passion and I can really you demonstrate that they that they’re in the right seat, right so they’re in the right seat and therein
00:26:37
Speaker
I am going the right way,
00:26:42
Speaker
yeah, absolutely awesome. So, like uh, so we have these these metrics these these loving qualities. You have the job posting we targeted, we’ve. You know, we’ve target specific groups. Let’s talk a bit about the interview process of a trial
00:27:01
Speaker
she going through and interviewing or or five-star candidates and stuff like this. So what are some of the? I guess the failures that you you see of their young. The thing the ways of not doing business interviews are for the candidates out there right now. What are some of the bad bad habits? I guess is the word the word I’m looking for that were that are
00:27:21
Speaker
going on right now,
00:27:23
Speaker
yeah sure. So the first and the first thing I would I I one thing I’m seeing is- and you know having at like a business owner shape. You want to have a screening interview before you. You take them through a full, a full interview
00:27:43
Speaker
and to test in the roles to test the aptitudes and skills for the job. So you want to screen the interview. Warm the canada, canada up, you know, talk them through their resume their experience and and and and see if, if this person is really a good
00:28:03
Speaker
kind of fit for you and your team right, so just through a simple twenty minute screening interview and- and so I I so I’m thinking right now, one struggle and one thing I, when I kind of fell, I see us as people, don’t don’t utilize screening interviews, they just kind of tavern
00:28:23
Speaker
one shot. Let’s just talk about everything under the sun and in this one in this one interview and it it it’s. You know it’s not organize. It’s it’s not consistent, and that brings me to the next struggle is like. There is not a consistency, so you still need to ask the same
00:28:43
Speaker
same questions to every candidate that get that yield to information. That’s going to be helpful to understand the person’s iq. You know aptitude skills and experience for the job and then when, when you, when people do ask him a question in an interview,
00:29:05
Speaker
you know they tend to
00:29:08
Speaker
of almost feed the answer to the candidate. So in you know, asked the question, and then you know they give themselves what sound that? What feels like ten minutes, but it’s been one second and then they start asking the question in another way or filling in information here and there may oh well, you know what about,
00:29:28
Speaker
and so you have to remember that when you asked the question to somebody and
00:29:34
Speaker
allow for that uncomfortable silence and let the person respond so one somebody may need a couple seconds or twenty seconds to get there get everything together in their head before they can formulate a response and then to
00:29:51
Speaker
they may kind of be b s blessing you and so let them like. Let them sit there in silence. If that’s the case
00:30:03
Speaker
yeah, I, like the latter part for sure and had no real leaving the uncomfortable silence because one yes, you definitely needed time to think and to its
00:30:20
Speaker
well. Are you to start to wander after you know, after a really long, uncomfortable silence, then, like did actually know what you’re talking about and then also like the beginning part that he talked with. You know that initial, the initial screening interview, just to see kind of overarching know is this: is this candidate potentially a good fit? Ah,
00:30:40
Speaker
definitely would agree to that. How I had a groupon, the podcast before we’re talking about hiring and stuffiness and refer to them as different gateway, so you go through when interviewed a gateway or three next interview is the next gateway, so on so forth, and I definitely think that is a a a
00:30:56
Speaker
a good way to do business, because one ear limiting the exposure of the potential candidate to tear of the ah but two you’re, also young you’re, trying to be efficient when everyone’s time, and so you could have sent one person doomed initial to make sure and then, as if it’s a very technical job later down the line you
00:31:16
Speaker
in the elder technical smi, your expert in and say start dude knows really technical questions to the potential candidates and see what they have to say. So I definitely like that and you could always. You know when will me at where we taught one of our stages and our hiring gauntlet is and is like
00:31:36
Speaker
deep dive interview where you know we do ask very role. Specific questions and to the candidates have to obviously understand if there and they have the aptitudes necessary it for the raw and although one person is, is usually involved in driving that conversation,
00:31:56
Speaker
an interview he certainly can, can have a and a second person in the room with you and just observing, taking notes and someone to give you a, and you know, a debrief and some feedback about the candidate. So if there is something and-
00:32:17
Speaker
and you know maybe worth just talking about anything that stat stood out- or maybe it’s it’s you’re all in agreement- that this candidate should move forward in your process,
00:32:32
Speaker
now ask you about the know, some, the bad habits and stuff, what what are some of the best practices out there today on the other side of the coin,
00:32:40
Speaker
you know, I, I think- and I think having this objective step-by-step process like he he wanted. You need to. You know, take that. Take the time to to create a process that you’re enjoying your comfortable with, so that when you think about hiring it’s not a you know off all. You know,
00:33:01
Speaker
icky hr thing that you don’t want to deal with, because that’s kind of the mindset that you’re setting and you know forth farther process and a good another. You know really good good step- is to to definitely
00:33:19
Speaker
listen to answers. You know from it if, when, when you’re in an interview and giving the candidate a time to respond like like, I shared earlier and getting very, very, very specific about what you’re looking for prior to even stepping into two two in the interview
00:33:39
Speaker
process or to even before you even begin recruiting- and I guess another I think the best tip to is to tivoli- make sure you’re testing us in some fashion or another test, the candidates in your somewhere in your hiring process, to truly objectively of
00:33:59
Speaker
evaluate whether they can actually do their job. Do the job that you need
00:34:07
Speaker
yeah. I could definitely see the need for testing, especially in your very technical stuff from epic, ensure that the other you know tested yeah. It makes a license. Awesome, you don’t know. Is there anything we didn’t cover in in the five-star? Can the hiring process
00:34:26
Speaker
hm?
00:34:29
Speaker
I am so we went through and the def the five different stars in the five star rating system and and I think we can yeah we covered each star. I think I
00:34:46
Speaker
yeah. No, I think we did
00:34:49
Speaker
no. I was going to settle think we missed anything, but I know I’m not the expert here you were as
00:34:56
Speaker
also so as rep here to got a couple of last questions. Florida and the first is of course, us all the gas you’re at the peak performance, leadership, podcast and as a corner, you alter what makes a great leader.
00:35:13
Speaker
You know, I think. Ah, someone who is a great leader is somebody who
00:35:22
Speaker
can be with the right word like
00:35:27
Speaker
you know, really like
00:35:32
Speaker
leeds with example, and somebody who
00:35:39
Speaker
who leads the kind of differently for for their for their individual team members rights as someone who who’s paying attention and making making their employees feel special like like they want to
00:35:54
Speaker
that makes sense, makes absolute sense and I would say it’s a different answer. Yes, your words, not one that I’ve gotten actually much so no. I like I like that good yeah sure I just I just you know imovie employees different, so am I I can’t I remember you know I had some pie
00:36:13
Speaker
people on my team who hated public attention and didn’t like public recognition and other people who loved it. So you know I had to I had to meet them where they were right and and that that’s what creates the inspiration,
00:36:30
Speaker
no absolutely makes sense for sure, yet he kind of have to treat people individually rope. So I, like a lot of foul question of the show, can be fined you follow. You be part of your journey of your shameless plug. Have at it! Oh! Yes! Yes! Definitely, if I, if you want to talk to me, learn more about
00:36:48
Speaker
about what what we do at the allen company and send a text message so text a higher right to four one, one, three two one
00:37:00
Speaker
or send me an email and that scott, you can put my email in your shown, ups
00:37:08
Speaker
awesome and forward to us. There’s always that easy. The links from the show notes just go to read the boss, stockholm for slash two five, two two fifty two and they’re at the bottom of the shots. You don’t get thank you for taking time and get up super early by the way kudos to do list.
00:37:26
Speaker
No, but she’s actually got dog she’s been up since four. Something am I am assuming, because it was five when we met for her time so well done to you thanks for being a chance for coming out today.
00:37:38
Speaker
Thanks for having me,
00:37:42
Speaker
that’s a wrap for this episode. Ladies gentlemen, thank you for listening. Thank you for supporting the peak performance leadership podcast, but you know what you could do to true support the podcast and no that’s not leaving a rating and review it simply helping a friend, and that is helping a friend by sharing
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Speaker
this episode with them. If you think this would resonate with them and help them elevate their performance level, whether that’s within themselves, their teens or their organization, to do that help me help a friend win win all around and hey. You look like a great friend at the same time, so
00:38:21
Speaker
I just hit that little share button on your app and then feel free to farthest this episode to anyone that you feel would benefit from it. Finally, there’s always more there’s always more lessons around being the highest performing leader that you can possibly be, whether
00:38:41
Speaker
as for yourself, your team or you run a nation. So why don’t you subscribe subscribe to the show via moving forward viewership dot com forward? Slash subscribe to tell next time we don’t boss and thanks for coming out, take care now.