Original “Guardians of the Galaxy”
Over the last three decades I have reviewed thousands of resumes and interviewed hundreds of candidates. I’ve studied personality assessments and made a significant number of wrong hiring decisions.
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Like many other founders I’m guilty of falling in love with people and their potential while the rest of the team will have to live with them – and work with them.
What we’re saying: In 2018, as we were building Inspire Confidence Group as an elite team, which will one day lead itself, I implemented a process similar to the selection for any sports or military elite team.
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The first step in the selection process was separating people who are just looking for a job from people who would be a good fit for our culture.
To test the process I asked Laura, Maureen and Kayla to do the first interview with candidates that we were considering.
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Laura is my wife and co-founder of the business. She is my strongest supporter and will express her opinion regardless of whether I will like it or not
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Maureen has been my closest confidant and colleague for two decades. I often refer to her as “the voice of reason”. She is someone who will always tell me the truth, no matter how much that truth might hurt
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Kayla is a person of impeccable integrity and has a passion for people development and leadership. She later became a G2 owner. She also speaks her mind for the greater good
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Uncovering character in interviews
Candidates who pass the resume screen are invited to a group interview with three team members (the “Guardians”) who embody our spirit and culture, regardless of their seniority or tenure.
Why it matters: This approach helps us evaluate a candidates fit with our values which include a strong family focus and excellence through leadership and teamwork.
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By asking unique questions, we delve into their character and values.
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The “Legacy Question” reveals what qualities they admire in their parents that they want to pass on to their own children (such as selflessness, hard work, or determination).
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We are looking for characteristics described in the Nudge 008.
What’s next: After the first interview, we ask our interviewers one thing: “Would you invite this person to Thanksgiving Dinner?” If the answer is yes, the candidate moves on to the next phase of the selection process.
Select, DON’T Hire
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Look for service and leadership in resumes.
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Involve your team at the beginning of the process.
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Recognize that the selection is an art form, not a science. The candidates are selecting themselves as much as you are selecting them.
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Use the “Legacy Question” throughout the selection process.
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Ask for examples and confirm that they “check out”.
Learn more about Saša
Immigrant, Husband, Father, Brother, Leader, Legacy Coach, Author, Speaker, Founder, All Blacks & Liverpool FC Fan, CrossFit Open Athlete, and Fueled by Starbucks.
Meet the Inspire Network Team
Your coach practices what they coach. Let us help you facilitate change.