Chapter 1: Why is hiring dependent on role fit?
One of my favorite ways to make content is to ask customers what they want and give it to them. And sometimes you guys make a great comment. So this person wrote, hiring for different roles would be a good video. All right, let's dive on into it then.
So there are infinite roles in a business, whether you're running a trash company, a warehouse, or a plumbing business, or an Amazon agency like I do at My Amazon Guy. infinite amount of roles can exist. Sometimes I even create up roles like a quality assurance checker.
I once made that because our creative kept getting delivered with spelling or typo issues, and I wanted every single piece to have a checklist where it got reviewed and needed somebody with high attention to detail to go in and check everything. Over the years, I've come to an understanding of what personalities do best in particular roles.
And there are certain personalities that I just like being around me in general, and I tend to index higher on those when I choose my candidates. But if we're going to use some examples for today's purpose of our video content on hiring for different roles, we'll probably need to show a couple of examples.
So I'm gonna talk about a sales role, and I'm also gonna talk about an account executive or a brand manager role. So we'll do account executive versus brand manager. So there's gonna be some crossover similarities, but there's also gonna be some stark differences.
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Chapter 2: What are the infinite roles within a business?
So first in sales, there's two qualities that everybody always needs, especially if they're the ones getting contracts signed. That is high drive and impatience. So if you're a tribal team player and you like being told what to do, sales is going to be very difficult for you because in sales, you have to ask for the sale. You have to go chase people down. You have to do cold calls.
You have to do sales calls and you have to control conversations because if you don't, you don't sell as much. You also have to be impatient because you have to keep things moving. If you're always patient, waiting for the other person to make the next move, well, turns out not everybody's going to make the next move.
If half the population is patient and the other half is impatient, you'll probably sell a little bit to the impatient people, but those other patient people out there, they're going to be a couple months in the making. And if you're a patient salesperson, you're going to sell less than an impatient person.
Impatient people or eager or intense people, those are all synonyms for being impatient, they just get more stuff done. They're also really good at procrastinating, unfortunately, so there's always a downside to every personality trait.
But if I was going to hire for an account executive to help sell contracts at my agency, I'm going to index the highest for high drive and second highest for impatience. I do not need somebody to be a detailed person in a sales role, but I do tend to like them to be more detailed than they are patient. And we use Culture Index to figure that out during our interview process.
Two questions survey helps a lot.
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Chapter 3: What traits make a strong sales hire?
So if you're running a company with at least 20 people, I would definitely check out some sort of personality profiling tool. My favorite is Culture Index, and I think it's about 93% clinically accurate. Amiris Briggs, somewhere in the 82% territory. And I think Culture Index is a little bit more actionable, but I'm a Culture Index zealot. I've talked about Culture Index in a lot of videos.
So that's how I use it to determine if somebody's inpatient or high drive, et cetera. All right, so those are the two qualities you must have in a sales role. If we look at the brand manager, this is somebody that's gonna manage the client relationship post-sale. High drive is not critical anymore. And impatience is still valuable. But in the brand manager role, I typically want two things.
One, I need them to be personable. That doesn't necessarily mean they have to be an extrovert. but they need to be personable to manage a relationship. And that's also valuable in sales, but not as valuable as high drive and impatience. And second, I need them to follow through and be strategic. So typically in those brand manager roles, I'm going to index higher on deduction, i.e.
be strategic versus induction, which is more of about following current processes. A question of detail orientation also comes up. So with brand managers, I typically want them to be detailed. It's not critical, but if they're not detailed, they have to have a project manager follow them around and follow through on all of their commitments.
Because if somebody's making commitments and then not following through, clients and customers will fire us. So if you make a choice on which type of personality or type of person you're gonna hire in a particular role, there's always gonna be an upside and always gonna be a downside. There's no perfect person that can just plug and play and then your hands off. It doesn't work like that.
So that doesn't necessarily mean that certain personalities will perform a certain way. And the question of predictability and scaling is why I do it the way that I do it personally. Um, and, and sometimes I hear a lot of arguments about diversity and why you want a big, you know, diverse team of different backgrounds and races and all those other things. Uh, I don't buy into that.
I think it's easier to scale a culture of like-minded people and culture is top down. So I'm going to index higher on things that I like and then make the company in my own image and then hire people who like that. if you have a diverse crowd, you can't do that. And so you should hire for meritocracy and competency, not for diversity and the other things that go along with that.
So it's okay and better to hire 20 people who look and talk and feel and are
similar in that same role versus 20 different people who will operate 20 different ways 10 of which won't follow your sops and 10 of which won't ever do what you ask them to do so you're better off profiling selecting three four maybe five different personality profiles that you think are going to do the best and then test your hypothesis to see if it checks out see if it works for you
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