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Mastering Hiring: Five-Star Employees and Effective Strategies with Danielle Mulvey
Richard Walsh and Danielle Mulvey explore hiring complexities, debunking the 90-day probation myth. Danielle shares her entrepreneurial journey, stressing the need for five-star employees and addressing payroll challenges. They highlight the pitfalls of unsuitable hires and the importance of objective criteria, effective job descriptions, and job board strategies. The episode covers hiring for potential, tackling fraudulent resumes, and using a gauntlet interview process. Danielle discusses consistent hiring processes, data-driven refinement, and the 11 universal qualities of five-star employees, sharing success stories to demonstrate the system's impact.
(0:00) Introduction to Sharpen the Spear and the myth of the 90-day probationary period
(1:06) Danielle Mulvey's entrepreneurial journey and initial hiring challenges
(2:34) The importance of hiring five-star employees and addressing payroll issues
(4:38) The pitfalls of hiring "Larrys" and using objective hiring criteria
(6:41) The challenge of finding good employees and setting high expectations
(8:52) Effective job descriptions and job board strategies
(12:07) The value of hiring for potential and employed candidates
(18:32) Addressing fraudulent resumes and the importance of skills testing
(23:01) The gauntlet interview process and candidate appreciation
(25:14) Establishing clear job functions and casting a wide hiring net
(28:20) Debunking the ninety day probationary period myth
(31:18) Creating a clear path for employee growth and trusting your gut
(37:59) The importance of a consistent hiring process
(41:09) Updating hiring benchmarks and the role of assessments
(45:00) Work fit reports and psychometric assessment limitations
(48:00) Identifying role-specific five-star fits and providing feedback
(52:00) Using data points to refine hiring and the five-star employee scorecard
(57:00) The 11 universal qualities of a five-star employee
(59:00) Success stories and how to implement the hiring system
(1:02:00) Connecting with the system and final takeaways
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By Richard WalshRichard Walsh and Danielle Mulvey explore hiring complexities, debunking the 90-day probation myth. Danielle shares her entrepreneurial journey, stressing the need for five-star employees and addressing payroll challenges. They highlight the pitfalls of unsuitable hires and the importance of objective criteria, effective job descriptions, and job board strategies. The episode covers hiring for potential, tackling fraudulent resumes, and using a gauntlet interview process. Danielle discusses consistent hiring processes, data-driven refinement, and the 11 universal qualities of five-star employees, sharing success stories to demonstrate the system's impact.
(0:00) Introduction to Sharpen the Spear and the myth of the 90-day probationary period
(1:06) Danielle Mulvey's entrepreneurial journey and initial hiring challenges
(2:34) The importance of hiring five-star employees and addressing payroll issues
(4:38) The pitfalls of hiring "Larrys" and using objective hiring criteria
(6:41) The challenge of finding good employees and setting high expectations
(8:52) Effective job descriptions and job board strategies
(12:07) The value of hiring for potential and employed candidates
(18:32) Addressing fraudulent resumes and the importance of skills testing
(23:01) The gauntlet interview process and candidate appreciation
(25:14) Establishing clear job functions and casting a wide hiring net
(28:20) Debunking the ninety day probationary period myth
(31:18) Creating a clear path for employee growth and trusting your gut
(37:59) The importance of a consistent hiring process
(41:09) Updating hiring benchmarks and the role of assessments
(45:00) Work fit reports and psychometric assessment limitations
(48:00) Identifying role-specific five-star fits and providing feedback
(52:00) Using data points to refine hiring and the five-star employee scorecard
(57:00) The 11 universal qualities of a five-star employee
(59:00) Success stories and how to implement the hiring system
(1:02:00) Connecting with the system and final takeaways