This document provides guidance on creating effective hiring strategies. It discusses the importance of performance profiles over traditional job descriptions, focusing on what the candidate will do rather than their qualifications. It also emphasizes using a two-question interview format centered around accomplishment-based questions and visualization exercises. The closing section notes that candidates are more motivated by career opportunities than compensation alone, so the job should be differentiated to emphasize growth, stretch assignments, and manager involvement. The overall message is that nothing is more important to business success than hiring great people.

1. Hire Like a Boss
!
Hiring strategies
from Hire with
your Head

3. “There is nothing more
important to your success than
hiring great people! Nothing”

4. Part 1 - Performance Profiles!
Part 2 - Interviewing!
Part 3 - Closing

5. Part 1 - Performance Profiles
If you want to hire superior people, first define
superior performance.

6. Performance Profiles are not a job description listing
skills, duties, required experiences, and
responsibilities. !
!
Instead, they describe what the person taking the job
needs to do to be successful.

7. Traditional Job Description
The Person
!
1. BS degree
2. 2-4 years experience on-quota
3. Industry background required
4. Product knowledge essential
5. Strong interpersonal skills
6. Good solution selling skills
Performance Profile
The Job
!
1. Have a confident demo flow in 10 days
2. Achieve quota in 2nd FT month
2. Conduct 10x demos / week
3. Align buyer objectives to our solution
4. Manage multiple prospects at a time
5. Log all activities in CRM
Convert “Having” to “Doing”

8. Why does this matter?
1. The best candidates explore and accept jobs based
on what they’ll be doing, not what they have!
2. Provides a simple means to get everyone on the
interviewing team to agree to the job requirements!
3. Makes assessing candidate competency much
easier!

9. Why does this matter?
1. Clarifying expectations upfront has been shown to
be the number one reason for high job satisfaction
and increased personal motivation.!
2. Can be used for training, personal development,
and performance appraisals after the person starts.!
3. Will be the basis for your interview process!
!

10. How do I create a performance profile?
1. Determine the top six performance objectives
in general terms.!
2. Ask, “What do the best people in this job do
differently than the average person?!
3. Use action verbs like create, build, change,
improve, establish, develop, design, analyze,
identify, prepare, conduct, and lead

11. How do I create a performance profile?
1. Have a compelling title that’s quickly seen on
the long listings of open opportunities. “HR
Wizard Required” is much more effective
than “HR Director”!
2. Write copy that’s focused on what the
candidate will learn, do, and become. “Use
your HR magic to rebuild in only six months
a department that’s endured six years of
neglect”!

12. Part 2 - Interviewing
Accurate interviewing is about peeling the onion and digging deep
into an accomplishment, not asking a bunch of clever questions.

13. The difference between good answers
and bad hiring decisions lies with
fact-finding

14. The 2 Question Interview

15. Question 1 (MSA)
Of all of the things you’ve accomplished
in your career, what stands out as most
significant? Now could you go ahead
and tell me all about it?

16. Fact-Finding Questions Follow ups:
Clarifying Major Accomplishments!
!
1. What were the three or four big challenges you had
to overcome?!
2. What were the actual results obtained?!
3. How did you personally grow or change as a result of
this effort? !
4. What did you like the most and least? In retrospect,
what would you do differently if you could?

17. Fact-Finding Questions Follow ups:
Clarifying Major Accomplishments!
!
1. What was the situation you faced when you took on
the project? !
2. Why were you chosen for this role? !
3. Did you volunteer? Why? What was your actual title? !
4. Who were the people on the team? What was your
supervisor’s title?

18. 1. For entry-level positions: “Can you please describe
a project or task you were involved in that made
you quite proud, or where you really exceeded
expectations?”!
2. For team skills: “Can you please describe a major
team accomplishment you believe represents a
great example of you leading, building, or working
on a team?” !
3. or job-related accomplishments: “One important
project for us is ____________ Can you please
describe something you’ve been involved with
that’s most comparable?”

19. Question 2 (Visualization)!
!
If you were to get this job, how would you go about
solving _______ [describe a typical problem]?”

20. The visualization process is less like an interview and
more like a real working session.!
!
1. As you know, we’re looking for a __________[position].
Let me give you a quick overview of the importance of this
position. [Give a two-minute overview of the position and
the company.] Tell me how your background has prepared
you for this type of important position.!
2. One of our key objectives for the person selected for this
position is ________ [describe objective]. Can you please
tell me about something you’ve accomplished that’s most
similar?!

21. Tips:!
!
1. Hold back on first impressions for the first 15 minutes!
2. Specific examples > generalities. “Can you give me a
specific example describing what you mean?”!
3. Don’t oversell or underlisten. Ask questions instead!
4. Ask the candidate if the accomplishments were related to
some major personal goal!
5. If a candidate wants to be promoted, ask her what she’s
doing to improve herself to get ready

22. Part 3 - Closing
The best people rarely take the job for the money; they take it for the
opportunity to meet their personal life plans, ambitions, and goals.

23. OFFER CAREERS, NOT JOBS!
The top-five criteria that top people use when
deciding to accept an offer
1. The job match!
2. The hiring manager!
3. The quality of the team!
4. The company !
5. The compensation package!

24. 30% PLUS Solution = Job Stretch
+ Job Growth + $$ Increase +
Manager’s Total Involvement

25. Differentiating the jobis how you
beat out the competition.
Someone else will always be able
to offer more money

26. “Although we’re seeing some
other fine candidates, I’m very
impressed with your
background. What are your
thoughts now about this
position?”

27. “Hiring good people is hard.
Hiring great people is brutally
hard. And yet nothing matters
more in winning than getting
the right people on the field.”
- Jack Welch, CEO of GE