FBC – 343 – How to make sure you get the very best person for the job

How to make sure you get the very best person for the job.

Today, I am going to give you my secret sauce to find the best person for my company. Alright it's MY secret formula that works for me and other people might tell you otherwise.

The key is looking at the problem from a different angle. Extraordinary moves bring extraordinary results and I believe that you should differentiate yourself from the herd.

All the details in today's episode.

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So yesterday I was doing something that I haven't done in ages, which is recruiting people. I forgot how complicated it was to go through people's lives, having to read all the descriptions to figure out who was interested, who was not interested and who has the other attributes that I want and stuff like that, you know.

So I'm looking for someone to join the team. I have to scan through a lot of CVS and people’s cover letters and all that stuff.

So typically what people do is they will look at the skills that people have. You went to school and blah, blah, blah. That's it. I want you, OK? And, you know, one thing that I look at more than Skills is people's attributes. It's hard to see it directly from a cover letter because everybody just looks nice on the cover letter, like, oh, I'm so motivated.

But the skills are something that you can teach someone. So if you don't have the skill, let's say you have to work on a construction site. You don't know how to break a rock with your hammer. I think there is a technique. I'm pretty sure there is one after like two hours of doing it. That's it. You know how to do it.

But in my case I am actually going to give them a lot of the things that they need to be doing already, giving them pretty much everything. So the most important thing for me to find a candidate is to look at their attributes.

And what I mean by attributes is people who, instead of what they know, what they know is good. But again, as I said, if you don't know something, I’ll give you a training. You follow the training. At the end of the day, you know it. All right.

If you don't have the right attributes, you are not a go getter, you're kind of lazy or you need someone to push and be behind you and micromanage you and all that stuff, you know, as good as you are, it's not going to work for me. That's not what I'm looking for.

There are some people who didn't have the skills that I needed, but I felt like I could give them a chance because it looked like they were ready to step out of their comfort zone and learn something new. And seemed to be motivated. Right.

How to make sure you get the very best person for the job

If I see that someone is going out there and actually putting themselves out there and getting internships and positions and stuff like that, even if it's in different industries and stuff, it really doesn't matter to me. What matters is the attitude of those people.

So sometimes, you know, based on what they're saying in the cover letter, they have two or three sentences, I will give people a chance. So there are a lot of people that I shortlisted. They will be a great fit and a great addition to the team because they seem to have the right mind-set.

I'm all about the mind-set. I think the mind-set makes the difference. You know, again, you can acquire skills. It's not complicated. I'm just repeating like a broken record, but it's very important. And a lot of people don't understand this.

So anyway, I found a really good candidate. I really like the dude. And in addition, he actually had experience. He actually did the task that I wanted that person to do. And I said, well, I want the person who has done that and the person who has experience and knowledge in this field, because a lot of the tasks that I want him to take care of are going to be around this.

This is years and years and years of experience that this guy is going to get because he was motivated enough to put himself out there. If he does a good job, then I want to reward him with something that's way more valuable than some money that I would have given him. I will give them the knowledge and the power to go and create his own business and stuff.

And the relationship I have and I have with people in my team is if they have a question, they want to understand something they ask me. I tell them and I always tell them if we're doing something, I'm going to give them the full spectrum of what we're doing.

And so they understand everything. Right. And the same thing that I want to do here in this case, because I think when people are valued and when they learn, they grow every day, then they're happy to stay in that kind of environment.

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