Are you hiring SLOW?

Mastering the Art of Hiring Slow

“Hire slow, fire fast.” It’s a mantra that resonates deeply within the EOS® community, and for good reason. Taking the time to thoroughly vet potential candidates can lead to stronger, more reliable teams. Let’s explore what it means to hire slow and how it can benefit your organization.

The Four-Step Hiring Process

When it comes to hiring, patience is key. By giving candidates multiple opportunities to demonstrate their reliability, you can make more informed decisions. Here’s a simple four-step process to guide you:

1. Initial Phone Interview

The first step is a quick phone interview. This initial conversation helps determine if the candidate is worth investing more time in. It’s a chance to assess their communication skills and gauge their enthusiasm for the role.

2. In-Person Interview

If the phone interview goes well, invite the candidate for an in-person interview. This meeting allows you to delve deeper into their experience and skills, and to see if they align with your company’s culture and values.

3. Team Interview

The third step involves a second in-person interview, this time with other stakeholders in your company. This collaborative approach ensures that the candidate is a good fit for the team and that everyone is on the same page.

4. Onboarding Meeting

The final step is the onboarding meeting. This is where the candidate’s reliability is truly tested. They need to show up prepared, engage in training, and provide necessary credentials. It’s the last checkpoint before they officially join your team.

Why Hiring Slow Matters

By taking the time to hire slow, you ensure that each new team member is not only qualified but also a great cultural fit. This approach reduces turnover, boosts team morale, and ultimately leads to a more cohesive and productive organization.

Ready to take your hiring process to the next level? Schedule a coaching session to learn more about how EOS® can transform your leadership team.