How I Hire Top 1% Employees: A Proven Guide by Tanner Chidester

Introduction:

Building a successful company hinges on one crucial element: your team. The quality of your employees can make or break your business. In this blog post, I’m going to share my personal insights into how to Hire Top 1% Employees, including hiring, interviewing, managing, and retaining top-tier talent. As the founder of a $60 million company with a staff of over a hundred, I’ve learned some valuable lessons along the way. So, if you’re eager to assemble a team of top 1% employees, keep reading.

Finding and Hire Top Employees:

Let’s start with the first step – finding exceptional talent to hire the top 1% of employees. I’ve tried several methods, but I’ve found three primary sources to be the most effective: email lists, LinkedIn, and Indeed. Among these, LinkedIn stands out as the go-to platform for discovering high-caliber candidates. It seems to attract professionals who are serious about their careers and eager for growth.

How to Hire Top Employees
How to Hire Top Employees

Screening Applicants to Hire Top Employees:

Before diving into interviews, it’s crucial to sift through applicants wisely. Start with a well-crafted application form that zeroes in on critical details: availability, expertise, skills, and past job experiences. This initial screening ensures that candidates meet the fundamental requirements for the role.

For roles that demand performance excellence, such as sales or media buying, I advocate for a stress test before proceeding to the interview. This test provides valuable insights into a candidate’s skills and dedication, allowing you to weed out those who aren’t willing to put in the effort or lack the necessary skills.

Screening Applicants
Screening Applicants

The Interview Process to Hire Top Employees:

I’ve developed a nine-step interview process that has served me well:

  • Company Introduction and Values: Begin by introducing your company and its core values. Be crystal clear that candidates must align with these values to thrive within your organization.
  • Defining the Role: Leave no room for ambiguity. Clearly articulate the responsibilities, expectations, and details of the role.
  • Experience and Skills: Delve into a candidate’s relevant experience and skills to ensure they possess the qualifications needed.
  • Culture Fit: Determine what success means to them. This question helps you gauge if their values align with those of the company.
  • Stress Test: If not previously administered, give candidates a stress test question to evaluate their problem-solving abilities.
  • Goals Alignment: Explore whether their career goals align with the company’s objectives and culture.
  • Salary Expectations: Get a sense of their salary expectations to ensure they align with your company’s budget.
  • Remote Work Expectations: Clarify the company’s expectations regarding remote work, emphasizing that it doesn’t imply less effort.
  • Final Interview with CEO: If you’re not the CEO, ensure that a final interview with the company’s top executive takes place before making a hiring decision.

Managing Your Team:

Once you’ve assembled a team of top talent, effective management is paramount. Here are four key aspects I recommend:

  • Defining Expectations: Clearly communicate what constitutes success and failure in each role.
  • Organizational Expectations: Ensure employees grasp the company’s values and expected behaviors.
  • Role Expectations: Provide comprehensive job descriptions to eliminate confusion regarding responsibilities.
  • Measurement: Implement a system to measure and track employee performance.
Managing Your Team
Managing Your Team

Employee Retention:

Employee retention is as critical as hiring the right people. I follow the OMFRC framework to keep my top talent:

  • Opportunity for Growth: Show employees how they can advance within the company.
  • Measurable Impact: Demonstrate how their work directly influences the organization’s success.
  • Fair Pay: Ensure that salaries align with industry standards or exceed them.
  • Recognition: Consistently acknowledge and appreciate employees’ contributions.
  • Community: Foster a strong sense of community within the organization to promote employee loyalty.
Employee Retention
Employee Retention

Hire Top Employees Conclusion:

In today’s competitive business landscape, the significance of hiring and retaining top 1% employees cannot be overstated. I’ve shared my personal strategies in this blog post, offering valuable insights into the hiring process, effective management, and employee retention. By following these guidelines, you can build a team of top-notch professionals who have the potential to propel your company to new heights. Remember, your employees are your most valuable asset, so invest wisely in their recruitment and growth within your organization.

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