Training

Personnel

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Purpose: To recruit and hire world-class individuals to fit our team and our culture.

Level 1: Familiar (Has read the SOP)

Review the organization chart. Select a role and outline the responsibilities.
Ask your network, “Who is the most talented __ you know?”

Level 2: Competent (Can perform under supervision)

Call the candidate, “Hi, this is ___? Great! My name is ___ from ___. I’m calling to speak with you about a ___ role in our company. Is that something you’d be interested in hearing more about?”
What are your career goals? (Does this job help them get there)?
What are you professional best at? (Do these match the Roles and Responsibilities)?
What are you professionally not as good at or not interested in doing? (Watch for “fake” weaknesses like “I work too hard”)
Who were your last five bosses, and how would they each rate your performance on a scale of 1-10 when we talk to them? (This is a TORC - Threat of Reference Check - which forces honesty immediately.)
Conclude the call.
- Great candidate - “Thank you for speaking with me. I’d love to schedule another interview with you. Would you be available on DATE/TIME or DATE/TIME?
- Bad candidate - “Thank you for speaking with me. I’ll follow up with some of your references and let you know.” (Then send a rejection email).

Level 3: Expert (Can perform independently)

Review their resume. For every single job they have held, you ask the same five questions:
What were you hired to do? (Verifies their initial mission.)
What accomplishments are you most proud of? (Look for "A-player" results—numbers, growth, efficiency.)
What were some low points during that job? (Don’t let them skip this; everyone has them.)
Who were the people you worked with? (Specifically, what was your boss's name, and what was it like working for them?)
Why did you leave that job? (Was it a "push" because of poor performance or a "pull" toward a better opportunity?)

Level 4: Trainer (Can teach others)