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.

Josh 00:01:52  You've got to be able to clearly articulate what success looks like from the onset and also understand how. Why is that one of the most pressing issues in your business right now? Why are you hiring them? So that's the first step is is actually defining the role. So what does this mean? It means you need to go through and assess in your business where is your biggest bottleneck.

Josh 00:02:15  And rather than just saying, hey, I look at all these other companies and everybody has, let's say an operations manager. Just because everybody else has an operations manager doesn't mean that that needs to be your first hire. So you do a two week time study where you're literally analyzing where you spend your time every 15 minutes of the day. This is even personal time and your working time. And then at the end of those two weeks, take a step back and then look at the results, right. Where are you spending most of your time? And if you can identify wow, I'm doing a lot of operational tasks. Well, maybe you need to hire a project manager or wow, I'm doing a lot of marketing tasks or I'm doing a lot of influence or partnerships or whatever that might be. If you can identify that that is where you begin to say, okay, it looks like this is where a lot of my time is going. If I can then replicate somebody else to be doing what I'm doing, at least 80% or better, look at how much time this is going to free up for myself.

Chad 00:03:21  That kind of leads us into step two. Then set KPIs and day to day activities and responsibilities.

Josh 00:03:27  The next step in step number two is actually defining how you're going to measure that success, right? Don't just say, well, you're you're running the business. Okay. What is that? What does that mean? Right. You're making sure all the projects get completed. The setting KPIs forces you to create measurable activities or events in your business. So for me, I listed one of our KPIs that I listed for our new VP of operations is that 90% of all of our team member KPIs, because every single one of our team members have their own KPIs. 90% of all of those team member KPIs that are reporting to him need to be green. Like we're meeting those targets and above, right? So that's very clear. Like it's not this hey, I need to make sure your team is performing well. It's it needs to be 90% of or above. And we get to measure this specifically every single week I can get a report and say, this week we're at 80%.

Josh 00:04:27  All right. We got some room for improvement. This week we're at 95%. Okay, good. We're headed in the right direction. So KPIs are are super important. They've got to be measurable events.

Chad 00:04:37  So step three then is listing the job on multiple sites. Are all these things that you have determined in that job posting or is that just handy to know when you've hired t...