Hiring framework revealed

Hey,

When it comes to hiring, it can be very complex, but you need to ensure that you take the right steps and actions to remove the complexity and streamline the hiring process so you can continue to hire A-players with ease.

The first part is understanding exactly who you are looking for.

I see many people not doing the prep work when hiring, but you need to know who you’re hiring for, including their location, the best platforms to hire on, and defining the scorecard or job description.

Once you know who you’re looking for, it becomes easy to filter out those who don't meet your requirements.

You want to figure out who the best candidate is, the one who will bring the highest ROI if hired.

Based on the job description and company values, you should filter out candidates and have an application form to learn more about them.

Create a scorecard where you rank candidates based on their responses, possibly using a point system to ensure you're evaluating them logically, not emotionally.

You also need to determine the best sourcing channel, whether that’s Upwork, your network, Twitter, Instagram, or another platform, to yield the highest results.

After the prep work, the rest is easy.

You start posting on the selected platforms, pushing out volume, and using the scorecard to build scoring criteria—for example, how many points candidates get for industry experience.

A point system removes emotion from the process and allows you to rank candidates based on logic and proof.

Then, you screen candidates. From the 100 people who fill out the application, select the top 30.

Send these top 30 a video explaining your company’s mission and values, and ask them to send a Loom video answering two questions, such as how they identify with the company mission and how this role would benefit their life and career.

Ask them to give specific examples of how one of the company’s values applies to their life, with a 5-minute maximum video.

After that, assign a trial task to qualify their skills.

Select the top three to five people from those who completed the trial task.

Once they’re in the hiring pipeline, send them a personality test and schedule a call.

By the time you speak with them, you should already know they’re the best of the best.

You can incentivize candidates to complete the trial task by offering payment.

After the interviews, determine who the best candidate(s) are, depending on how many positions you’re hiring for, and send them an offer.

If it makes sense for them, they’ll accept; if not, they won’t, and you continue with the onboarding process.

This is the general process I use for hiring, which has successfully placed over 30 different key roles for numerous companies, all of them A-players.

Please leverage this hiring framework in your business, and you’ll be able to hire with ease.

If you want the exact blueprint and step-by-step guide, I’ve created a low-ticket group currently in beta, with 10 spots available. If you want access, you can join.

Ciao,

Tyler