Dwayne Kerrigan

From the staff, the staff hired and fired all the employees.

The owner never got involved like he would just meet the person.

That was it.

And that's actually how I got hired.

I got hired by the staff, got a recommendation, had a bunch of interviews with people.

And then I met the owner like at the very end of it.

But what is your process?

So I'm just going to work through a few things that maybe you might consider.

When hiring, and however you're searching for your resumes, you get a resume, you send a questionnaire and qualify some of the skill sets.

If they meet that criteria and you should be scoring that questionnaire, once they meet that criteria, then you bring them in for an interview.

And there's a first initial interview.

You're going to assess things like culture and you're going to assess things like skill.

And then you may have a second interview where somebody either peer level with you in the organization as a manager can also schedule for whether that's culture as well.

They may not, if they're not in the same department, they may not be able to interview for skill, but they can certainly interview for culture.

And then typically, you could go to a third step process, which would be maybe it's a Briggs and Myers behavioral test or DISC.

We've used DISC before.

We've used Briggs and Myers.

Right now, we're currently using a test called Attributes.

which a buddy of mine, Rich Deviney, who I also had on the podcast, wrote a book called Attributes.

He was very key in the selection process for the Navy SEALs for SEAL Team 6, which is the advanced, you know, badass SEAL team.