Der Einstellungstrick, der 90 Prozent der Bewerber aussortiert

0:00Uh, for in the consulting world, people do cases for a reason, right? They want to hear how like, okay, if I need how many, you know, how many ping pong balls fit on a 747, right? This is a common question they would ask in, you know, a college interview, not because they care about the answer. They care about how you think through getting the answer cuz it demonstrates a level of horsepower. Um, and so for us, uh, I would say a practice that at acquisition.com we use as part of our higher level leadership roles is we actually instead of presenting them hypothetical cases, we actually present them with the real cases. And so, you know, worst case we get free consulting, best case we get somebody who is capable of implementing that solution that they just came up with. And so, if they can use uh, frameworks that I wasn't aware of, experiences that I'm not aware of, those things will come out in that, you know, complex, you know, uh, issue that we're dealing with, but it's also at least like way more interesting of an interview for me because now like they're solving my problems, so I'm like way more engaged. So, does that mean that like the hiring manager or maybe you would have, um, someone at the company has like a generic description of the company and what some of the numbers are and maybe they're like fake numbers even. And then each role will have a specific problem that you need help solving for at the company and they get like a Google Doc, like a two-pager in advance and it's like, prepare your thoughts, send it to me in advance, I'm going to read it and then we're going to have discussion about it. So, I'll differentiate this by level of role and type. And so, I'm talking cuz right now I'm like knee-deep in like C-level like interviews, so that's like what I'm thinking with right now. If we're trying to hire an editor or a salesperson, those are roles that are super repeated and as a result have incredibly structured, you know, interview processes and whatnot. And so, for those, like for a salesperson for example, it's like we're going to send a script to every candidate that we want to invite to a group interview first.

1:47And so, they're going to get the script ahead of time. And we want to hear them do, you know, a one-minute, two-minute sound bite of the script. So, if they if they didn't even take the the time to like go through it a few times, like they're going to sound horrible. And so immediately either they they don't have the skill or they don't have the work ethic. Either way we can weed those people out. And we can tell within a couple minutes. So we don't need to waste a 30-minute call on somebody who just wants to be a salesperson. We can have 10 people on the call 1 or 2 minutes and we can find out if someone's got a little bit of game. From there it's like, okay, then we'll say, "Hey, you messed this thing up. Tweak it. Try it again." When we do that, we get to see how coachable they are, how much ego they have, and how quickly they can learn. Intelligence. I actually read a book that you suggested.

2:25>> who founded HubSpot sales team wrote that book. And uh I we do the same thing here. And in the book he actually says that IQ uh is the is the number one He was like, "Charisma is important, but it's not the most important thing. It's ability to learn quickly." And I think part of that also cuz like they were selling to business owners and you know, so do we and most most of our portfolio is B2B. And so like if if if if a salesperson is being like outgunned consistently by, you know, the people that they're getting on the phone with, the people on the phone feel like they're talking to somebody who's an idiot and can't actually help them solve their problem. And so yeah, I think general intelligence is such an important part. But like honestly it's it started there, but like I kind of just see it across the organization.

3:05Like show me exceptional organizations that employ dumber people. Like it's I mean, there are some, but especially in the in the in the work that we that we do B2B and higher level uh you need horsepower. So in terms of intelligence like rate of learning and we can actually demonstrate them learning uh on a small level. And that works same thing with editors. We follow a very similar process. Here's some raw footage. Send us a clip back with your edit. We can look at just the final output. And that allows us to be more objective about like some people don't present well, but that doesn't mean they're bad editors.

3:35And I think like interviewing itself is a skill just like anything else. And I don't need somebody who's great at interviewing. I need somebody who's great at editing, right? And so trying to pull that apart and something that Layla's taught me that's been really helpful like for me lately has been um She's like, "Some people are incredibly smart, but are not very good at communicating. And depending on the role, they might not have as much need for that level of communication. And so that's where it gets a little bit more nuanced. Real quick, if you are a business owner and you are not growing as fast as you'd like, I'd like to give you a free gift. So, my team and I put together the $100 million scaling roadmap, which is basically 200 hours of us looking over all the portfolio companies we've had and what stages of growth they went through and more importantly, where they got stuck and how they got past it. And so we broke it in these 10 stages and we made this little kind of quiz thing where if you put in your business information, it'll tell you where you're at and the most important part for you what to do for each of functions of the business across product, marketing, sales, customer success, recruiting, IT, human resources and finance. And so no matter what you're struggling with, someone else has already struggled with it and solved it.

4:35And so I'd like to give you this thing absolutely free. You can go to acquisition.com/roadmap, plug in your business information and if you want us to actually help you de-contain the business and you're trying to scale, we'd love to help you out. On the thank you page, you can just book a call with my team and we will look at the business, see if we can help and if we can, we'll invite you out to Vegas and we'll do this in person live.