“Great people are hard to find.” I hear this statement almost daily from clients and colleagues. Most leaders feel it’s harder than ever to attract and identify great people to join their team. But is this true?

During my (*ahem*) decades of management experience I’ve been through the hiring process more times than I can count, and in my observation, great people have always been hard to find. They’re even harder to find if you’re not actively looking for them.

Great/exceptional people have always been the minority. The traditional approach to hiring: post job description > review resumes for experience > interview to confirm competence… is more likely to identify average than great. Yes, the world has changed, and today’s candidates have more information at their disposal, more options, and more power. Most small businesses have updated the technology they use in their hiring process, but at the core, they still follow a hiring model that never did a great job of finding exceptional people in the first place.

Elite companies and organizations take a different approach. The Ritz-Carlton, Four Seasons, Zappos, Army Green Berets, Navy SEALS, NASA, etc. all utilize a selection process that emphasizes and values the character and culture fit of candidates above competence. In this episode of The Practice of Business, we’ll talk about this differentiated approach in more detail and share suggestions for updating your own hiring process enabling you to consistently hire expectational team members, build a sustainable competitive advantage, and significantly improve the quality of life for the leaders.

For sample interview questions and a detailed outline of the hiring process contact me at brian@thehunterorion.com

Contact me: brian@thehunterorion.com

Connect with me on Linkedin: https://www.linkedin.com/in/brian-hayes-orion/

Connect with me on Instagram: https://www.instagram.com/brianthehunterorion/

Podcast Website: https://thepracticeofbusiness.buzzsprout.com