Hiring and Recruiting Guidance

The ability to hire quality people is one of the most important tasks that any organization will engage. Get that one thing right, and everything else gets a lot easier. Get it wrong, and it could mark the downfall of your business.

After making my first hire in 2002, I’ve been honored to screen and hire 70+ people with varied skill sets including programming, support, admin, marketing, creative, and project management. Looking back over the years, I’ve been very fortunate. At the time, I did what came naturally. Each new interview allowed me to gain experience. Having never received any training on conducting interviews or recruiting, it’s been a pretty good run. However, I did encounter a few failed interviews and hires that would have been nice to have avoided. So how could this journey have been done it differently? Where do you get good training and resources for conducting interviews as a small business leader?

Several months ago, I was fortunate to come in contact with John Kepley, CEO of Teknetex. While meeting with John and conversing about the Nashville tech recruiting scene, he mentioned a book. Who? The A Method for Hiring. Recently, I finished the book on a rather lengthy plane trip to LA. I wish someone had given me this book 10 years ago!

Some high level takeaways

  • Hire A players. Hire the people that will give you a 90% chance to accomplish what only 10% of the people can achieve.
  • Follow a process: 1) The Scorecard, 2) Source: Generating a Flow of A Players, 3) Select: The Four Interviews for Spotting A Players, 4) Sell: The Top 5 Ways to Seal the Deal

“Who” is the first book I’ve read with a solid repeatable interview process. While the process I’ve been following for years has proven to yield solid results, I’ve already begun integrating some of the “Who” principles into my process. Thanks Geoff Smart and Randy Street!

Who? The A Method for Hiring

Hiring High Level Personnel for Your Team

I’ve been running the Dave Ramsey web department for 7 years. Most of our leadership team has been home grown. We’ve been very fortunate to find tremendously talented people and be able to train them for leadership. This model has worked extremely well and has produced some incredible results.

Recently, our Director of Internet Marketing has decided to take another role in the company. Our marketing staff has grown to a degree that we do not have the luxury of growing someone inside the company into this role. As a result, we will be hiring from outside the company.

Our Hiring Process
Our hiring process is very solid for development, creative and marketing staff. However, Director level hiring for leaders that will carry our company forward over the next 5 to 10 years is not something I’ve done before. I’ve given it a great deal of thought. Here’s my rough draft of the vetting process for our Director of Internet Marketing.

(basic process)
Phone Interview

(unique to position)
Strategic marketing plan
Tactical plan for 1 or 2 product lines
Org chart / team building assessment
Current daveramsey.com assessment (1 page)
New daveramsey.com assessment (1 page)

(basic process)
Video chat interview (for out of state applicants)
Phone interview with HR
Spousal phone interview
Fly in – normally 1 day in office for most roles. This position will require 2 days in office. Applicant and spouse fly in.

Day 1
Interview with Tony
Interview with HR
Interview with web team leaders
Interview with web marketing team
Interview with Bill Hampton (executive VP)

Day 2

Interview with Hope division and department leaders
Interview with FPU and department leaders
Interview with Broadcast and department leaders
Interview with Executive VPs
Lunch or dinner final interview (Applicant and Spouse)

This is still a work in progress and I will be reviewing it with our HR director. Any feedback from experienced professionals on high level hiring is appreciated.