Podcast highlights:

01:18 - From music to recruiting

03:27 - Stuck in old ways

06:06 - Enriching, harnessing and sustaining

10:13 - The Swiss army knife

13:06 - An unconventional system

18:25 - Reporting and rewards systems

20:23 - How do I keep my job?

24:48 - A quick recap

26:34 - When it's time to let go

32:49 - In closing

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Transcription:

James: James Schramko here. Welcome to SuperFastBusiness.com. Today, we're talking about hiring and to do that, I've brought along a special guest, Scott Wintrip from highvelocityhiring.com. Welcome Scott.

Scott: Hello James. Glad to be with you.

James: So I got a hold of your book, High Velocity Hiring, and it’s kind of like the title is a giveaway really to the key message there. What do you think is the big discovery that will shock my listeners when it comes to hiring?

Big discovery

Scott: So there's been a mindset in hiring, even a mantra that goes with it. And the way it goes is you should be slow to hire and quick to fire. I certainly kind of agree with moving on, letting somebody go when it's clear they're not a fit. It's the 'slow to hire' part that I have a problem with. Lots of leaders equate spending time and effort on hiring, and the more time and effort you spend, the better the hire they think will be. That's increased the rounds of interviews from two to three to four, I've heard five and even six rounds of interviews before they’ll offer somebody a job.

 

"The longer the process, the worse the hire."CLICK TO TWEET

What I've discovered in my work is the longer the process takes, the worse the hire usually turns out. And the opposite is true. The faster you hire, if you have a process that allows you to fill jobs after just one interview, those end up being the best hires with the very best people.

James: So what sort of process did you use to discover this? How do you do that kind of research?

Scott: Well, the research was my own beating my head against the wall early in my career. I started up my career as a recruiter and I didn't know much about recruiting. I was a music major in college. Of course you see the immediate connection there, James, I'm sure, between music and recruiting, there is none. So I had to learn how to do it from scratch.

"Businesses always need somebody today."CLICK TO TWEET

When I started out, what I found was, the businesses always needed somebody today. Every time they had a need, it was today or yesterday. So because I had so little knowledge, I had to rely on common sense. My common sense idea is, if they always need people today, I better cultivate people before they need them. So I did that,