How to Set up a Weekly Group Interview Process

Show Notes

Are you having trouble trying to keep fully staffed and finding those A-player unicorns? If so, then this podcast is for you. On this segment of the Thrivetime Show Clay Clark teaches you how to set up a weekly group interview.

NOTABLE QUOTABLE – “Hiring the right people takes time, the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team? For us, it’s personality.” —Richard Branson (English business magnate, investor and philanthropist. He founded the Virgin Group, which controls more than 400 companies. Branson expressed his desire to become an entrepreneur at a young age)

  1. NOTABLE QUOTABLE – “Hiring people is an art, not a science, and resumes can’t tell you whether someone will fit into a company’s culture.” – Howard Schultz (American businessman. He is executive chairman of Starbucks and a former owner of the Seattle SuperSonics. He was a member of the Board of Directors at Square, Inc)
  2. ACTION ITEM – Create an Organizational Chart
  3. NOTABLE QUOTABLE – “It is crucial to develop your own talent. To do that, you have to offer more to your employees than great compensation. You have to make it clear to them that as the company grows, they can grow along with it. People who start as interns need to believe that they’ll one day have the opportunity to run entire divisions. It’s a great way to organically grow your internal leadership and it’s also very satisfying.You shouldn’t only produce great products. Produce great people.”  – Seth Goldman (The founder of Honest Tea)
  4. ACTION ITEM – Write Quality Job Post
  5. ACTION ITEM – Schedule Weekly Job Posts
  6. ACTION ITEM – Schedule Weekly Group Interviews
  7. NOTABLE QUOTABLE – “One of the challenges of running a startup is solving critical, short term problems without neglecting long-term ones. Recruiting is a long-term problem; it’s almost never the answer to the problem of the month. Clearly, you need to have the right talent on board, but it’s not likely to solve the key problems your business is facing right now. Yet the longer you wait to do the long-term things, the more likely it is that you’re going to die from something that requires a longer time frame to be solved.” – Reid Hoffman (The founder of Linkedin, one of the original founders of PayPal and the venture capitalist partner with Greylock Partners)
  8. ACTION ITEM – Schedule Weekly Shadow Days
  9. NOTABLE QUOTABLE – “If you’re going to build up one process, make it the interview and on-boarding process. If other processes aren’t in place at the beginning, you can build them later and easily recover from whatever issues arise. If you fill your company with less than great people, though that’s going to hard to recover from.” – Ben Horowitz (The man who build Opsware before selling it to Hewlett Packard for $1.6 billion in cash. He is the also the co-founder of the Andreessen Horowitz venture capital firm.)
  10. ACTION ITEM – Write an Employee Handbook
  11. NOTABLE QUOTABLE – “Make sure early hires are willing to take on any role. Every company needs people with different skill sets and passions. But early on, everybody should be willing to wear ten different hats. They can’t have the attitude that something isn’t “their job” or “their responsibility.” They have to have the MacGyver mentality and do whatever it takes to get the job done.” – Tony Hsieh (The founder of Link Exchange and the CEO of Zappos)
  12. ACTION ITEM – Fire the Idiots
  13. NOTABLE QUOTABLE – “I have been in the unfortunate position of firing people who have been passed around: people moved from group to group, but people will not fire them. Employees like that can poison an organization.” – Caterina Fake (The founder of Flickr and the chairman of Etsy)
  14. NOTABLE QUOTABLE – “As much as possible, avoid hiring MBAs. MBA programs don’t teach people how to create companies. At my companies, our position is that we hire someone in spite of an MBA, not because of one.” – Elon Musk (One of the founders of PayPal and the man behind Tesla, SpaceX, and SolarCity)
Business Coach | Ask Clay & Z Anything

Audio Transcription

And now, back to the thrive time show on top radio 1170. Alright, you welcome back to the conversation and I were talking today about a subject that I know many many business coach clients or entrepreneurs out their struggle with, and it’s this idea that I don’t need to hire somebody right now, because I’m already fully staffed. It’s his concept of hey i. Don’t need to hire somebody right now yet because I’m not yet in a bind. Well, I want to make sure you’re getting the idea, because maybe it’s like easier to grasp if you’re far removed and it’s a radio show as opposed to a in-person discussion. But it’s a thing where, like the idea of saying that you shouldn’t stand, people until you need them is a lot like saying you shouldn’t be their kids until they’re starving are you should go to the bank and overdraft doesn’t make any idea and I know that you the listener you’re, not a mildly, retarded person that struggles with grasping the causality and how things work, but I think struggle with this number to do is I’m going to have eric church opry, the notable quotable and I’m going to have marshall morris break down what they mean to me. Actions items were going to go fast because I got to get through a lot of content quickly here, so chapped lips go to the first notable quotable. You got richard branson here and he says hiring the right. People takes time the right questions and a healthy dose of curiosity. What do you think is the most important factor when building your team for us?

It’s personality. Okay, here’s the thing most business owners before having this system are hiring people based on whether or not their resume says they can do a job and not whether or not they will like. The person is a huge to every single person that will we’re going to skip the business coach group interview right now. So, if you send a resume and you’re going to shadow me for an hour, that’s right. I, like you I’m, going to send you out to a shop you’re going to shout out. If we like you you’re in because we’re speed, we heart rate of growth is out, is out of pacing are blue the higher, but it’s like it comes down to. If I like you, that’s right in in most business owners in guy kawasaki of music of the early guys with apple, and he says 8 players higher other a player’s, the top the cream-of-the-crop to howard schultz with a starbucks check. What does he have to say about hiring? He says:hiring people is an art, not a science in resumes, can’t tell you whether someone will fit in to your company’s culture. That’s why you got to have the group interview, because if you don’t have the group interview, that’s what it does it filters out, people that are not part of your culture in a line and think the same way as your culture. He says it is crucial to develop your own business coach talent. To do that, you have to make a you have to offer more to your employees than great compensation. You have to make it clear to them that as the company grows, they can grow along with it. So has the company grows, they have to see in the company where they’re going to grow, which is why action item number one. You need to create an organizational chart. People need to see if I do this, I can get to their do. I have opportunity people who starred as interns me to believe that they will one day have the opportunity to run in tire divisions. It’s a great way to organically grow, your internal leadership, and it’s also very satisfying.

You shouldn’t only produce great products produce great business coach people, so marshall the next action items you got to write a quality job post. Was that mean you got invited to quality job post that cast the vision and also allows the candidates to see what you will tolerate and what you want tolerate. So in our job post we say:you must show up on time every time we’re going to fly every week, because chances are the golden the golden who’s. The person that you want to hire is the not going to align with the erratic, maybe once every 3 months, job posting that you’re doing you got to post every single week to get into quality elephant in the room or treating on 300 haircuts a week next step, not because I am a hypocrite, because I don’t believe my own system, it’s because typically marshall interview, everybody is a group and then typically from that group hillside, this person i, think, is a good fit potentially to make shadow me the reason why you want to have a qc, lupa quality control loops right now. What I’m doing is anybody who applies it all immediately? Shadow me for an hour after the shadow me for now, or they will need it to go to the store level, does shadow the the manager for a couple hours and then, if we like them, they’re going to have to cut a demo haircut somewhere to walk up to a customer, said:hey, you want to pay you $37 to cut your hair and I’ll say:yes, we have a new recruit today and I’ll pay you to cut their hair and if you don’t like us, what, if you don’t like me or get what you pay a double that kind of thing, because I don’t have anymore! That’s why my haircut so we’d hoffman has a notable quotable I like you to read for us chat before marshall gets into schedule the importance of making a weekly interview and weekly group interview. Okay, so one of the challenges of running a startup is solving critical short-term problems without neglecting long-term 1.

Recruiting is a long-term problem. It’s almost never the answer to the problem of the month. Clearly, you need to have the right talent on board, but it’s not likely to solve the key problems. Your business is facing right. Nick about that she’s. Talking about to start up, read hop in the founder of linkedin. He saying like the problem is:is that you have a business. You have a long-term problem, you’re facing right now, I’ll be at short-term. You got these burning. Fires continue chupp. The longer you wait to do the long-term things, the more likely it is that you’re going to die from something that requires a longer time frame to be solved, some marshall. Why do we have to do weekly group business coach interviews? Every single you got to do weekly group interviews, because the first three interviews that you do you’re going to interview a bunch of people that you don’t want in your business and then that fourth interview that fourth week, that you do it you’re? Finally going to find someone to 1.6 billion dollar business he sold to hewlett-packard? What does he have to say if you’re going to build up one process make it the interview and onboarding process process, make it to the interview and onboarding process to keep going? If other processes are in place at the beginning, you can build them later and easily recover from whatever issues arise. If you feel your company with less than great people, if you feel you’re coming with less than great people, though that’s going to be hard to recover from a shadow days and you got to write an employee handbook step, one you’ve got to write, you got a schedule weekly job shadow days and you have to write an employee handbook. Why? Because at the core of a business, the business of business is people and at the corner of your business, is people and see? If you don’t have great people you’re not going to have a great business?

Who so here is the next notable quotable from tony hsieh of zappos? He said, make sure early hires are willing to take on any roll. Every company needs people with different skill sets and passion early on everybody must be willing to wear 10 different hats. They can’t have the add to that something, isn’t their job or responsibility. They have to have the macgyver mentality to do whatever it takes to get the job done. Tony shaves, napa in early on may not means for months, 6 months. That made me in 2 years right right, which is why you have to fire the idiots marshall. Why do you have to fire the idiots fourth-and-long? You got up i, just punched 4th, 4th and long. It’s time to punch you got to move, you realize the person is never going to figure it out. So caterina fake of the founder of flicker in the chairman of etsy. She says:i have been in the unfortunate position of firing business coach people who have been passed around from department of department people move from group to group, but people will not hire there will not fire them. Employees like that, can poison an organization in elon musk as much as possible, avoid hiring mbas, mba programs, don’t teach how to create companies and mike companies are position is to hire someone in spite of an nba, not because of one that is a speed race 2 how to hire people effectively. And if you don’t know the specific moves to implement. Are you struggling with making a handbook or non boarding process or scripting? The group interview your business coach will help you do that and we come back we’re talking about craig daily checklist for everything with west carter, the legal eagle

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