NEVER Hire Someone Based on Their Personality

When you look at the recruiting architecture, recruiting system, The first stage is application filter.

But let's assume that once you get them to raise their hand, they apply.

And then you put them through that application process.

And then you schedule a screening call.

And the screening call is where you're basically vetting them and giving them the lay of the land of the job.

And you're getting a feeling as to whether or not they're qualified.

You're asking them some disqualification questions that if they answer in the positive, we're eliminating them.

The next thing we have to do is we have to run this skills test.

You could see that's the third step in here.

And this reason is because we believe the evidence is found about what works inside of your recruiting process, what's working for this particular candidate, and maybe better said, what's not working.

Then we move on to the background and personality test, and then we go into a final interview decision and making an offer.

And so before they get to stage four, we're running background checks or we're doing a final interview, we have to see if they can actually do the job.

Now, here's what's interesting.

A lot of law firm owners go, well, don't I have to hire them first before they have them do some job? No, you'd be surprised that in today's working environment, people will jump through hoops and will go through a skills-based testing process in order to get a quality job with a quality employer.

like yourself.