Recruiting Mindset #3: How To Separate The ‘Diamonds’ From The Glass

If you haven’t read the prior posts on recruiting, click here .Recruiting Mindset

 

Successful people ask better questions, and as a result, they get better answers.
– Anthony Robbins

 

How do you identify SERIOUS builders for your business?


Simple. 

Interview your prospects, ask them questions and make them convince you that they’re someone you should be investing your time and effort with. 

Just because someone is “interested” doesn’t mean they’re a good prospect. 

When companies hire for key level positions, the don’t just hire people who walk in the door and say they’re “interested” in working there, or willing to listen to the offer the company has for them. 

No. 

They interview those candidates hard, and so should you. 

 

So what kind of questions should you ask?


I like to ask questions and invite my prospect to convince me why he or she would be someone I would want to work with. I’m more than willing to disqualify them and move on to my next prospect if they don’t. 

I like to start with background questions to get a feel for who they are… then I began digging for their “why”. Why do they want a business at this time in their life, and what a successful business is going to do for them. 

1) What do you do for a living? How long have you been doing that? How do you like it? 

2) Have you ever owned your own business? 

3) What kind of income are you looking to generate? I sort for “big thinkers” and people who can see themselves generating that kind of success. 

4) Beyond money, what’s making you investigate a business venture at this time in your life? This is tough for some people to answer, but it’s important. I want to know what’s driving them. 

5) What kind of TIME will you put into working your business? If they’ve got big goals but can only put in 3 hours a week, then you have to seriously doubt their commitment level. 

These questions are just examples and not meant to be a script. The whole idea is to uncover who it is you’re really talking to. Are they curious or serious? Do they have goals and if so, how committed are they to reaching them? What’s driving that commitment? 

 

Are your prospects giving you “pat answers”?


If so, challenge them! Say, “you know Dave, you’re giving me all the right answers but I’m not hearing any real commitment behind them… what am I missing?” 

Put it back on them… remember, they have to convince you that they’re a good prospect for your team. 

We’re not in the convincing business, we’re in the interview business. 

Learn to be a great listener and listen to what they’re really saying, not just what their words say. 

It’s “what’s driving them” that matters the most. 

Listen for that and ask questions to uncover it. 

Next time, I’ll go over a powerful technique that goes way beyond just identifying the right people.

 

What are your thoughts? Leave your comments below.

 

If you haven’t read the prior posts on recruiting, click here .

 

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This article has 4 Comments

  1. I really like this article. You’re switching the frame from being the buyer to the seller. When you force someone to qualify themselves, you’re going to find the most qualified candidate.

    This “angle” you’re playing is pretty awesome. It’s almost like the movie “American Hustle” where they keep telling people “no” until they beg them to say yes. It’s a much better position to be in when recruiting someone for pretty much ANYTHING.

    Awesome article! Very valuable!

    1. Thanks for the feedback Jay. I just got tired of working with people who wanted the cookie, but didn’t wan’t to learn how to make it.

  2. I am not at the stage where I need to hire someone to work for me full time but I enjoyed reading this post as an aspiring entrepreneur and leader.

    I believe what’s most important is hiring someone who believe in what you believe, as explained by Simon Sinek. As I don’t enjoy stiff corporation style, so I think it’s better to connect with a person than to make them feel pressured to show off.

    I remember Apple says they’d hang out with a prospective employee and when they like them enough to show them their new products. They want someone who’s eyes sparkle with interest.

    Thanks for sharing!

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