Want to find great employees at your agency? Be sure to conduct skeptical reference checks during the hiring process. They’re designed to help you find the truth, given that candidates—and even references—have an incentive to bend the truth or even lie outright. To help you save time and get better results, here are my top 10 questions to ask.
After you hire someone, if they turn out to be a bad fit, you’re stuck with the tricky issue of how to let them go… or worse, keep them and the headaches they bring. Here are my 3 “magic” questions to ask every candidate to assess fit and find red flags before it’s too late.
Writing a better job description will drive whether you make a successful hire. Consider your goal, differentiate your “needs” vs. “wants,” compare to other job descriptions out there, and make sure the language fits your agency’s culture.
Grow your agency by hiring the right salesperson, instead of a wolf in sheep’s clothing. It’s all about having a process—and mine has four steps: define the right role, hire the right person, structure the right compensation plan, and hold them accountable for results.
The right hires make your life 10X easier—and the wrong hires will make it 10X harder. Success starts when you define the role. You need to decide if you want some more junior or senior, and whether they should be more strategic or tactical.