Emma Grede

It costs you money.

It costs you time.

It costs you energy.

And sometimes it can cost you relationships.

So even if you're the one being interviewed right now, stay with me because understanding how a hiring manager actually thinks is going to change the way that you show up in that room.

So while we were on tour, somebody asked me a question.

She said, I know how to measure skillset, but how do you measure mindset in the interviewing process?

And I told her something that I want to tell all of you because it's the most important thing that I know about hiring.

You always, always have to hire for your own weaknesses or for the problem that you're trying to solve.

Always.

And the first part of that, the part that nobody wants to do is get really sharp on what your weaknesses are.

Now, you probably know your strengths, but do you actually know what you're bad at?

Most people don't.

Most people have a vague sense that there are just things that they're not great at, but they've never done the work to actually name them.

So today, we're going to talk about hiring, but not in the way that you might expect.

We're not going to go for a checklist of interview questions or talk about resume red flags.

What I want to do is talk about the mindset behind hiring, because the team that you build is a direct reflection of how well you know yourself and how well you understand the problem that you're trying to solve.

And if you don't know yourself, you're going to build a team that mirrors your blind spots instead of covering them.

And that's what we've got to get into.

So, first things first, before you even think about hiring a candidate, you have to make sure that you're setting them up for success.