My Greatest Hiring Hack

Make recruiting the right person for your team easier and reap the benefits of hiring the perfect candidate for the job.

We all know that hiring the right people is vital to the success of your business. In fact, McKinsey & Co. found that hiring the right performer for the job is up to eight – that’s right – EIGHT times more productive. Your employees, from the bottom to the top, are the ones in the driver’s seat when it comes to achieving your business goals, which is why the link between business performance and quality of talent is so direct.

Unfortunately, most companies struggle when it comes to acquiring top talent. Even with the significant investment – both time and money – that companies push into hiring practices, over 80% of Fortune 500 companies agree that they do not recruit highly talented people. So how do you hire the right performers and avoid a painful and pricey mistake?

Building a team with complimentary skill sets

One of the greatest “hacks” or game changers I’ve found is using psychometric personality assessments. I’ve been using these assessments for over 10 years, and knowing deep down the core fundamentals of your candidates before you hire them will absolutely change your business. And, using psychometric personality assessments isn’t just about the individual candidate – it’s about building a great team. Bill Gross, the founder of Idealab, and over 100 companies, believes that one of the most important factors of business success is a team that is built with complimentary skill sets. For instance, I’m a big old dare devil. I’m all gas, and no brake pedal. I need someone to balance me and compliment me. That’s why I hired Randy Bonds, our COO who is an Architect profile, and the perfect profile for a COO.

Psychometric profiling – Does it really work?

Many people are often curious how psychometric assessments work and want to know if they are reliable. Psychometric assessments are a scientific method that uses analytics to measure people’s capabilities and behavioral style. Depending on the assessment they may explore a person’s interests, values, motivations, emotions and behaviors. They help you get to the core of who this future team member is, and help you understand how they will work with the rest of the team. Most importantly, they identify traits that may be difficult to realize during an interview.

Check out two of the assessments I rely on

Over the past ten years I’ve taken and relied upon a number of different psychometric profiling assessments. Below are a few, amongst others, that I recommend. Remember, the are no right or wrong answers. The results can be used to gain personal insights, to gauge whether a candidate is an ideal fit for a role and are helpful for development planning, training and team building.

• The Predictive Index | The PI assessments apply theories of personality and cognitive ability to measure people’s underlying traits and abilities. They have assessed over 25 million people around the world and major companies like IBM use their assessments to design great teams.
• Culture Index | This is another assessment tool I use that measures seven work related traits. The traits they measure are inherent behaviors that are typically established by ages 8-12. The traits help you understand how someone makes decisions, their communication style, their natural pace of work, and more.

Every member on our team was hired based on having the right profile for their role. Having a team built with people who are doing what they are naturally meant to do will ensure they not only enjoy their job, but will excel at it too. It’s almost like they aren’t “working” if they are doing what they’re meant to do – everyone wins!

No single tool should be used in isolation

While I depend upon psychometric profiling to build my team and inform my management strategies, it’s not the only tool I use. It’s vital to develop a fulsome talent strategy to recruit and maintain the right people for the right job. This is why, when we meet with professional property managers we discuss the strength of their team and any steps they can take to ensure they’re building a team for success. Find our more about how you can streamline your sales process, find the right talent for your pipeline and supercharge your growth at vintory.com.