Rob Walling

And so you've got to be thinking about how do I sell this job to them just a bit.

And then I think lastly, you know, in addition to the title of, let's say, director or VP or whatever you're going to do, obviously you have to have bullets in there in the job description itself, right?

You need the nitty gritty of what they'll be doing that communicates the level of responsibility you're looking for.

And I'm not saying just having them in the job description means that they are going to magically have that when they apply because we all know that's not true.

But having them in there then is this great reminder of I need to evaluate for these as I'm in the interviewing conversations.

And look, are you going to be 100% correct with hires?

No.

And that's why the old adage is to hire slow and fire fast.

And whatever on the hire slow, if someone's not working out and you have misidentified them, the willingness to let them go, while it sucks and it sucks for you and it sucks for them, you're doing everyone a favor in this situation.

you are not going to be perfect.

No matter how hard you try to find owner-level thinkers and as much as you screen for them and as much as you offer them the right pay and you have an amazing environment and they want to come work for you, everyone you hire will not work out and you will misidentify some folks.

And that's when you do have to make that change in order to keep that virtuous cycle that I talked about earlier going.

There are many things you can evaluate during job interviews and then there are certain things like long-term follow-through, ongoing communication that you just can't measure in an interview.

And you can ask about past experience doing this.

You can get references and talk to folks who they worked with, which is important.

But there are just certain things that are pretty much impossible to measure.

identify in a job interview and that's where you know potentially you can do just a sample project or you can bring them on for a 60-day trial and see how they really work day to day and frankly they get to try you out as well so thanks to everyone who asked me questions about task level project level and owner level thinkers and again if you are not on my email list robwalling.com essays

and there is an opt-in.

On the right-hand side, I email about once a week with new thoughts, frameworks, and ideas, and it gives you an opportunity to hit reply and get directly into my inbox.

So thanks so much for listening this week and every week.