Throwback: Unlocking the Secrets to Hiring A-Players

In this Throwback episode, Chad Franzen interviews Josh, who shares his proven seven-step hiring process designed for business owners scaling to 8 figures and beyond. Josh details how to define roles, set KPIs, attract top talent, and rigorously assess candidates through assessments, test projects, and in-depth interviews. Listeners will learn actionable strategies to efficiently filter large applicant pools and secure high-performing team members. Chad and Josh’s discussion is packed with practical tips and real-world examples, offering a blueprint for building world-class teams and accelerating business growth.

Chapters:

Overview of the Seven Steps (00:00:00)
Josh outlines the seven-step process for hiring effective team players, giving a broad overview.

Introduction of Chad Frandsen and Episode Context (00:01:18)
Chad is introduced as the interviewer, and the episode’s focus on hiring is set.

Step 1: Define the Role and Success Criteria (00:01:52)
Discussion on clearly defining the role, identifying business bottlenecks, and conducting a time study.

Step 2: Set KPIs and Responsibilities (00:03:21)
Explains how to set measurable KPIs and clarify day-to-day responsibilities for the role.

Step 3: List the Job on Multiple Sites (00:04:37)
Covers creating a compelling job description and posting it on various job sites, especially for international hires.

Step 4: Applicant Assessments (00:06:06)
Describes using assessments (like Criteria Corp) to quickly filter a large pool of applicants.

Step 5: Test Projects for Applicants (00:07:44)
Explains giving test projects to shortlisted candidates and provides examples of effective test assignments.

Step 6: Conduct Interviews (00:12:09)
Details the interview process, focusing on identifying patterns of success and using reference-based questions.

Step 7: Extend Offer and Role Profile (00:14:23)
Discusses making the final offer, sometimes to multiple candidates, and ensuring clarity with a role profile document.

Reflections and Closing Remarks (00:15:27)
Josh reflects on the process’s effectiveness, and both speakers conclude the episode.

Links and Mentions:

Tools and Websites 
Upwork now Fiverr
Online Jobs 
Indeed
Criteria Corp  

Books and Case Studies 
Harvard Business Review Case Studies

Transcript:

Chad 00:00:00  Why don't you go through the seven steps? Just kind of a broad view of the seven steps, and then we'll dive into each one individually. Awesome. All right.

Josh 00:00:07  So there's seven main steps to hiring a effective a team player for your business. Number one is you've got to define the role and what success looks like. Number two you've got to set KPIs and identify what the day to day responsibilities and tasks are going to be. Number three, you've got to list the job and on multiple websites and promote it on multiple websites. Step number four is once you start receiving applicants, you need to have those applicants take assessments. Step number five you need to give those applicants that pass your assessments test projects to complete. And step number six, those people that pass your test projects that you give them. You need to actually do interviews with them. Okay. And during these interviews you'll be looking for a pattern of success in their career. We'll dive into all of these in more detail, but step number seven is to extend the offer in correlation with having them sign a role profile document so that everybody is on the same page in terms of what the expectations are, so that when they start, they understand that this is a probationary time.

Josh 00:01:18  They've got to earn the job. Today I'm excited to introduce to you Chad Franzen. He is here with rise 25, who has done hundreds of interviews with successful entrepreneurs and CEOs. We have flipped the script and he will be interviewing me today.

Chad 00:01:34  the last time we spoke, we spoke about kind of the some of the difficulties you had getting going with various things. And one of those things was hiring people and kind of hiring them into ambiguous roles. Now, I know the thing. The time period you talked about was a few years ago. You've certainly drilled that down. And we'd like to talk about maybe your hiring process this time.