| | | How to Hire Rock Stars
HR Director Rick Perry Shares His Top Tips
Ask nearly any business owner, and they'll tell you it's true. Good help is hard to find—and even tougher to keep. But it doesn't have to be that way. When you learn how to hire correctly, you'll never be short of incredibly talented, passionate people who will help take your business to new heights. In fact, Dave has a whole building full of them, who in turn attract others to apply.
So how does he do it? To find out, we spent time with Dave's HR Director, Rick Perry, who gave us his top tips on how to find and hire rock stars.
Take Your Time
Procuring a job at Dave's company is not for the faint of heart. It takes an average of three months and multiple interviews to complete the process. "We take hiring very seriously because we're messing with someone's life, their family's lives and our business if it doesn't work out," Rick says. "It's never just about their skill set. We have to make sure they're a good fit for the position and the culture of our company."
The 30-Minute Drive-By Interview
The hiring process always begins with a 30-minute get-to-know-you meeting, which helps weed out a lot of candidates. Rick says during this time, two-thirds of the interview should be spent allowing the interviewee to talk and ask questions, with 10 minutes set aside for you. Your main goal is to listen. "I want to make sure they're here for something much, much more fulfilling than just a J-O-B," Rick says. "I want them here because they want to do something that matters. Do their eyes shine when they're talking about the position? Do they seem passionate about the why we do what we do?"
Rely on Referrals
Your best source for finding quality people is your team, Rick says, so make it a point to reward them for sending awesome candidates your way. Dave pays a bounty of $250 for each successful hire. It's handed out in cash in front of everyone at a weekly staff meeting. That's always followed by a reminder that the company is a truly great place and everyone wants to keep it that way. Send only friends who are incredible, not your just-need-a-paycheck-rather-be-at-the-beach buddies.
The Spousal Interview
One of the last steps taken before a person is offered a position should be the spousal interview, where you and your spouse meet with the candidate and their spouse. You learn a lot, Rick says, about the person from observing how they interact with their spouse. Their spouse should affirm that this environment and position will really work for the family. In turn, your own spouse may be able to spot a problem that you can't see.
If you want a company filled with crusaders who are on a mission to help you succeed, start with the hire. Take your time and hold out for the perfect person for every position. It's well worth the wait.
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Quick Tip By John Felkins
Director of Coaching and Client Engagement
Oftentimes, business leaders are in such a hurry to hire, they take the first person who can fog a mirror. But nothing can destroy the culture you have worked so hard to build as much as bringing on a bad apple. Keep in mind:
- If you hire people who don't have the same values, you're going to have a bigger problem than the shortage you were trying to fill.
- Experience isn't the best predictor of future performance. Don't rely too heavily on their résumé. I understand they need the technical skills you are looking for, but their attitude and energy level are even more important.
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Remember, hire passion over education. But if you can, hire both!
For more information on coaching, contact John Felkins, Director of Coaching and Client Engagement, at 866.634.1785 or john.felkins@daveramsey.com. |
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Louis Falzetti
Executive Vice President, International and Government My most important piece of advice when it comes to interviewing candidates is this: Ask questions. You would be surprised how many people use this time to tell applicants about their company or sell them on the idea of working there. That's not what interviews are for!
Ask why they want to join your company and why they chose to apply for a specific position. Dig deeper by asking them for their top three strengths and weaknesses when it comes to this particular position. It is super important to question them about team dynamics and conflict resolution too.
Finally, make sure the interviewee fully understands the position requirements and encourage them to ask questions if there is anything they are unsure of. Their skill set is important, but it's all about the passion. You are not hiring them for a J-O-B. You want it to be a calling and a career. About Louis
Louis has been with Dave since 1995. He came to the company with a huge desire to help people and change this nation. Thanks to Financial Peace University, a division Louis developed and directed for 15-plus years, lives are being changed, families are learning how to communicate about money, parents are learning how to teach their kids, and singles are developing the self-accountability needed for a successful life. Today, he is a member of the company's operating board and leads the International and Government Division. | | | |
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