Dwayne Kerrigan

Not that they're not all badasses.

He really crafted that process while he was in the military.

And then later he came out and wrote a book on kind of all the things that they used to look at.

And they have these, I think there's 44 attributes.

But we found it to be a very, very useful tool in regards to evaluating people and what they might do under pressure.

And then we will often do a work project.

So we'll pay somebody two or three hours to do a work project.

If it's not a project-based role and it's more of a location-based in production or retail or whatever that looks like, we'll have them come in and work a half a day.

So that A, they can see what the job is like.

They can see what the culture is like.

And so that they get to decide.

They have some control in this.

rather than trying to make a decision blind because the reality is the whole interview process is a give and take.

It's got to be good for us as an employer or a leader or a manager, but it's also got to be good for them because if it's not a fit for them, they're just going to leave.

And so the more clarity that you can provide on the role, I think is really exceptional.

And then beyond that, then we will do a panel interview oftentimes.

So that might look like three people teaming up against one applicant.

And it's just kind of rapid fire questions.

And the purpose of that is to be able to watch somebody interact with another person and see.

And then this is an opportunity where you can crank up a little bit of the pressure and see how they react when they're