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You know how to spot a weak candidate.

But who's watching you?

Every person you interview.  The way you behave is often the tipping point to whether the headlining superstar or solid role player speaking to you about joining your team - will be inspired, or keep looking for another career opportunity…

The hiring manager at Crestwood Terra - I'll call her Diane - met me in the lobby with the energy of someone who was excited about finishing an important task.

"You're going to love her," Diane said, handing me a resume in a manila folder as we walked to the conference room.  "Sharp.  Experienced.  Great references.  Tom did the technical screen last week and said she nailed it."…

Not every candidate who walks into your hiring tryout arrives with confidence.

Some arrive with talent - and baggage.

Before you make an offer, you need to know the difference between healthy humility and insecurity that will quietly damage your team…

A new Egon Zehnder study published in Harvard Business Review surveyed more than 500 senior revenue-driving leaders worldwide - CMOs, Chief Revenue Officers, Chief Commercial Officers - across every major industry.

Their finding?  Only 29% of companies surveyed achieved rapid growth, defined as top-line revenue increases exceeding 10%.

Twenty-nine percent…

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Charlie Munger identified Liking/Loving Tendency as the #2 psychological force in human misjudgment.

His point:  The people and ideas we admire shape us - for better or worse.  We tend to ignore the faults of those we love, favor people and ideas associated with them, and distort facts to protect our high opinion of them…

Charlie Munger called it the #1 psychological force in human behavior.

Reward and Punishment Superresponse Tendency

His point:  Almost everyone thinks they understand how powerfully incentives drive behavior.  Almost everyone is wrong.  Even Munger admitted he underestimated it his entire career…

Jim Collins is quoted in Shane Parrish’s book, Clear Thinking:

“There is no effectiveness without discipline,

and there is no discipline without character.”

Every leader knows this is true…

Shane Parrish in his book, Clear Thinking, exposes the toxic power of what he calls the Inertia Default.  Here is one of the most powerful insights he gives that you need today:

“Inertia keeps us doing things that don't get us what we want.”

Sound familiar?…

Shane Parrish warns us in Clear Thinking:  “When circumstances change, we need to adapt.”

Your circumstances have changed.

You believe your hiring system was good enough to attract, assess, and add top performers to your team.  Maybe it was in the past, but today it's failing too often.  The people you hire are not meeting your expectations - or they quit too soon…

Of the last five people you hired, how many are exceeding your expectations?

How many are simply meeting your expectations?

The rest are falling short.  And that number may be all five…

You believe your hiring process is solid.  Maybe even really good.

But the data disagrees.

Answer this one question honestly:  How many people have you hired in the past 12 months who failed to meet your expectations?…

Let's be candid.  You are hiring people who do not meet your expectations.

And you are not making it a priority to fix it.

It’s not because you don't care.  Not because you think bad hires are acceptable.  But because improving your hiring process means taking time away from everything else demanding your attention right now.  And that feels like too high a price…

Shane Parrish gives us a “whack in the head” - major wisdom point in his book, Clear Thinking:

"Starting something is hard,

but so too is stopping something.  

We resist change

even when change is for the best."

Championship teams are not built by accident.  They are built by leaders who understand that hiring great people is not a task on a checklist - hiring is the foundation of everything.

These leaders proved it:

"The right people are your most important asset.  The wrong people are your greatest liability." - Jim Collins, Leadership Guru, Author, and former Stanford professor…

You have hired people who did not meet your expectations.

Maybe more than you want to admit.

You recognized the problem.  You vented about it.  You got busy with other stuff…

The interview was effortless.  Track record at previous companies appears solid.  Exactly the kind of experience you needed.

You made the offer with confidence.

Then you experienced how they worked the first week on your team…

The interviews were sharp.  The answers were thorough, well-structured, and impressive.

The skills assessment came back strong.  You were confident this was your hire.

You made assumptions…

The resume was impressive.  The interviews were even better.

Confident.  Charismatic.  Exactly the kind of player you were looking for.

So, you made the offer.  And for a few weeks, everything seemed great…

You posted the job.  You screened the candidates.  You interviewed the finalists.  You made the offer.

And then... nothing.

No call.  No email. No explanation.  No show on their first day, even though they signed your offer letter!…

Does your newest hire have you feeling like you're living in a horror movie?

You're not alone - and there's a reason it keeps happening.

In the classic 1931 film Dr. Jekyll and Mr. Hyde, a brilliant scientist discovers that good and evil coexist within every person.  When he develops a formula to separate those forces and tests it on himself, he unleashes Mr. Hyde - a dangerous alter ego he can't control…

Yesterday we walked through the 3 Phases of hiring - how great leaders Attract, Assess, and Add top performers who advance their teams.  Today we break that down into the 7 stages that make the system complete…

Hiring top performers isn't luck.  It's a repeatable, coachable system.

Over the past 20 years, we’ve proven the best hiring system is comprised of 7 stages.  I’ve used this same framework with thousands of leaders across dozens of industries - and the results are consistent. When you master all three phases, everything changes…

Most leaders want to hire better.  Few know exactly how to get there.

Our 3T Coaching Process gives you a clear, proven path from where you are today to hiring mastery - the balance of wisdom, discernment, knowledge, skill, and discipline that separates great companies from average ones…

Do you want to inspire more qualified people to join your team?

Do you need to more accurately assess candidates and make better hiring decisions?

Would you like new hires contributing profitably in weeks instead of months?…

Gallup research shows that 82% of companies hire the wrong person.

That's not a hiring market problem.  That's a hiring skills problem.

Most leaders never get trained on how to hire the right people.  They rely on gut feel, hope, and resumes - and pay for it in turnover, lost productivity, and bad hire costs that compound for years…

Use our Bad Hire Calculator to find out.

This tool - built on over 50 years of hiring expertise - shows you exactly what bad hiring decisions are costing your business. 

One bad hire.  Many bad hires.  Years of bad hires.  The numbers will surprise you…

But you assigned them the responsibility to attract, assess, and add new players to your team.

Think about every other critical business skill your people have mastered:

Sales.  You trained them.  Role-played.  Coached them until they mastered it…

You already have headlining superstars on your team.

You have solid role players who contribute every day.

But what's hindering your success?…

What makes a championship team?

It's a recipe.   However, you must have the right ingredients.

1.  A leader or head coach…

Think about the last time you evaluated a potential employer.

You researched the company.   You checked Glassdoor reviews.   You looked up your potential boss on LinkedIn.   You tried to understand the culture, the leadership, and what it would really be like to work there…