If you haven’t already seen my previous posts for Key Point 1 and 2 here are the links, go check them out. So far I have shared that it is important to start with the end in mind, and how important it is to hire for attitude. I will share 5 key points in total, on how to filter fast when hiring for your team.

The next point is Disqualify Fast. It’s kind of like being a bit of a Simon Cowell but nicer. You do not want to be wasting time. It’s important to be clear that you guys are the prize, and you’re assessing them to see if they’re fit a fit for you.

You want to be warm about it, of course, but you want be strong in your decisions.

The great book by Oren Klaff called ‘Pitch Anything’ and he talks about framing a lot and I think it’s really important. If you position and frame your company in a way where it’s exciting for someone to really be a part of it, then it’s easy for you to get great people applying instead of getting lots of B and C players.

Let’s face it, most of the A players are already in work, they are already employed by somebody else, most of the A players are already hired. You need to position your company in a way which makes an A Player explore you even if they’re at another company.

If you frame it that way, position it that way, and people will want to join in your company and you have to take advantage of it. One thing I’ll say about disqualifying fast is don’t overthink it.

If you got 30 applicants for the role, and you are setting a kind of trap system, you are expecting responses to your pre-interview questions in a very certain way and they don’t pay attention to details here or in their application process, you could have specific actions on how to respond for example, this is an easy and quick way to disqualify fast.

If people don’t pay attention to details, then this is a good way to get clear on whether they are a detail-oriented person that you need or not.

A history of previous results is the best way to see what they are capable of and its really good way to separate out the good talkers from the good doers.

There’s only so much BS which someone can give you if you’re going through a structured framework for hiring.

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