Valuetainment - December 28, 2018


Episode 236： How To Hire The Best： 4 Key Qualities To Look For


Episode Stats


Length

9 minutes

Words per minute

202.47784

Word count

1,874

Sentence count

95


Summary

Summaries generated with gmurro/bart-large-finetuned-filtered-spotify-podcast-summ .

In this episode, I talk about the 4 qualities that I look for when hiring and why they are so important in order to hire the best in the marketplace. 1. Love 2. Loyalty 3. Work Ethic 4. Trust

Transcript

Transcript generated with Whisper (turbo).
00:00:00.000 I'm Patrick Bedevi, your host of Alutainment, and today I'm going to talk to you about
00:00:19.940 four qualities to look for when you want to hire the best in the marketplace.
00:00:23.760 You ever hear people in all these books that we read saying, you know, I hire for these
00:00:28.200 qualities, and this other guy says, I hire for those qualities, and then eventually
00:00:32.740 we have a book, 40 different reasons to hire somebody for, so what quality is what?
00:00:37.860 And so, to me, over the last 10 years, from making so many mistakes on hiring and firing
00:00:45.700 people, I've come up with four things that I hire for, and this is so interesting because
00:00:51.680 this conversation came up this morning with our staff, and I asked them, I said, what
00:00:55.980 would you say I hire for?
00:00:56.980 And they literally said every one of the things that I hire for, and I'll cover it with you
00:01:00.140 here in a second.
00:01:01.140 So, think about it this way, when you're in business and you're new in business, it's
00:01:05.900 typically very easy to hire people, and you have a very hard time firing people because
00:01:10.420 you're emotionally attached or you're afraid to fire somebody, right?
00:01:13.060 So, easy to hire, hard to fire.
00:01:15.200 The longer you're in business, it actually becomes harder for you to hire somebody because
00:01:19.920 you're picking and choosing who you're going to put your time onto, and it's very easy to
00:01:23.600 fire people because you actually don't fire that many people.
00:01:27.720 If you do this properly, you're not firing that many people.
00:01:30.720 It's either they don't become part of the environment, which is a small percentage because you've
00:01:33.580 learned how to hire, or life happens, and they end up having to walk away because life
00:01:37.740 happens.
00:01:38.740 So, let me talk to you about the four things that I look for when I'm hiring somebody.
00:01:43.240 Number one on my list is love.
00:01:45.720 Let me explain why number one is on my list.
00:01:48.320 To me, love is very important.
00:01:50.440 I look for someone who loves the company, who loves a vision that you're casting, I'm
00:01:57.440 casting, loves a crusade, that their heart starts connecting with it because if you can
00:02:03.920 hire, my experience has been, if you can hire people based on love, you don't need to have
00:02:08.740 work ethic on a list because love is an action, in my opinion.
00:02:13.520 If love is an action, and the definition of love to you is also an action, it's a verb,
00:02:18.080 then that means everything from love, work ethic comes because of love.
00:02:21.860 So if someone loves, they're going to have a work ethic.
00:02:23.760 If parents make food for their kids three meals a day, not because they have to, but because
00:02:28.840 they love and they put the time to cook.
00:02:30.760 If parents put the time to drop off the kids in the morning and pick them up and work so
00:02:34.620 hard and do this and do that, love, there's no manual that says you've got to work hard when
00:02:39.520 you're a parent, no, the manual is you love, they have a place in your heart, so you work.
00:02:44.320 So I hire based on love.
00:02:46.720 So, and another thing with love is this as well, to keep in mind, I don't, you can't
00:02:50.960 force somebody to love you, your vision, your company, you can't do it.
00:02:56.440 And if you constantly are trying to force somebody to love you, it's kind of like the
00:02:59.800 guy who's in love with this girl and he loves her so much, but she doesn't love him, she
00:03:05.360 likes him, and she tolerates him, and all his life he's trying to earn her love, and
00:03:12.000 she's just not going to love him.
00:03:13.400 She doesn't love him, she just likes him.
00:03:15.680 You know, they're just together because it's good.
00:03:18.640 This guy has all his life, and that can be very draining.
00:03:22.640 I don't want to hire for forcing somebody to love.
00:03:25.760 If you love it, we're going to work together.
00:03:27.400 If you don't, no problem, you're going to find a place that you're going to love, and
00:03:30.960 we're going to find people that we're going to hire that we're going to love as well,
00:03:33.100 that's okay.
00:03:34.420 The second point that I look for is my buddy Jose this morning came and trained some of
00:03:39.260 our staff, and he said, you know, how his business has been growing very fast because
00:03:47.180 his team's level of trust is at the highest it's ever been.
00:03:50.860 He says, Pat, the way we trust one another right now is something else I've never seen
00:03:53.740 it like this before.
00:03:54.860 You know, everybody's trusting each other, and I remember one of my good friends, George,
00:04:00.100 asked me maybe nine years ago, he said, hey, Patrick, what's the number one thing you look
00:04:05.220 for at that time for a friend?
00:04:07.860 And I said, trust to me is very important.
00:04:09.660 Trust and loyalty to me is very, very important.
00:04:12.180 And trust is something that it doesn't happen overnight.
00:04:16.420 So, when I hire somebody and I'm going to be working with them, I'm going to put time
00:04:22.300 into working with this individual.
00:04:24.780 The trust may take a little bit.
00:04:27.060 The trust may take three, six months where I trust them.
00:04:29.340 I remember what Mark Cuban said in Dallas.
00:04:31.780 He said, when I hire new talent, I micromanage them until I trust them.
00:04:36.620 And it's not necessarily micromanaging.
00:04:38.580 I think it's more monitoring, setting expectations, seeing what they're doing, hold them accountable,
00:04:43.540 until more and more you're letting go, letting go, letting go, and then boom, you can let them
00:04:46.460 do it because trust level is at an all-time high.
00:04:48.780 And then that person doing business with you, based on your consistencies and your habits
00:04:53.940 and them seeing that you are true to your vision, to your cause, the level of trust from
00:04:57.780 your new team member goes higher and higher.
00:04:59.960 And the higher the level of trust, it's a very easy environment to do business with.
00:05:04.180 And that goes right into number three.
00:05:05.960 Number three is speed.
00:05:09.020 Speed is important because you'll hear people say, well, would you rather have somebody that
00:05:14.280 works very fast, but they're not very efficient, or have somebody that's very efficient, but
00:05:19.800 very slow?
00:05:21.340 And my answer is, I want both.
00:05:24.060 I want speed and efficiency.
00:05:25.640 And I think that's out there.
00:05:27.040 You know, I think it's an excuse when people say, you can't find speed and efficiency at
00:05:30.920 the same time.
00:05:31.920 I think there's plenty of people that are fast and efficient at the same time.
00:05:36.120 It's really expectation and it's time management that that person's got to work on.
00:05:41.340 But if I'm working with somebody that's got speed, especially in a startup environment,
00:05:45.720 if you're running a startup, it's very, very important to have the kind of an environment
00:05:50.020 where there's deadlines.
00:05:51.660 There's typically a lot faster deadlines in a startup environment than a company that's
00:05:57.260 been on for 50 years.
00:05:58.260 A company that's been on for 50 years, they don't have a lot of fast deadlines.
00:06:01.780 But let me also tell you, a company that's been on for 50 years, what they don't do, they
00:06:04.740 also don't make decisions quickly.
00:06:08.640 It may take them six months to make a decision, but their deadline also may be three months
00:06:13.420 where a deadline in a startup company may be a week or maybe tomorrow at five o'clock.
00:06:17.920 But the point is the deadlines in a startup is a lot faster.
00:06:21.080 So speed becomes very important.
00:06:22.440 And the last one to me, you know, you know, kind of solves all three problems.
00:06:27.200 The first three that loves trust and speed.
00:06:29.260 The last one is very simple.
00:06:30.340 I love working with people who are purely committed to improvement.
00:06:36.260 If I'm working with somebody who is not good in a certain area, but they come back and say,
00:06:40.620 Pat, I promise you, give me two to four weeks, look how good I'll be at.
00:06:43.100 I'll show it to you in two weeks from now.
00:06:44.340 No problem.
00:06:45.580 That shows me that person is committed to beating their prior best, personal development,
00:06:50.620 growing, getting better.
00:06:52.100 There is nothing like working with a group of people that are constantly working on getting
00:06:55.740 better.
00:06:56.740 When I started, I run a book club, International Book Club, it's called the Entrepreneur Book
00:07:00.380 Club on YouTube.
00:07:02.060 But I've been running a book club with my staff for five years.
00:07:07.180 And here's what we do.
00:07:08.560 Every month, I recommend a book and a team, the entire staff goes and reads the book.
00:07:15.520 And then once a month, we get together.
00:07:16.960 We sit at the conference room and we go through, tell me what you got out of the book.
00:07:20.680 Tell me what you got out of the book.
00:07:21.680 And everybody goes, how about this?
00:07:23.420 How about that?
00:07:24.420 How could you apply that to the business?
00:07:25.420 How could you do this?
00:07:26.420 How about this?
00:07:27.420 How about this?
00:07:28.420 And we have seen people where three years ago were frightened of certain things to work
00:07:33.100 on.
00:07:34.100 I can't tell you how incredible they are today.
00:07:36.580 Conflicts between two people that they couldn't work together.
00:07:38.660 They are best friends now running together as a team.
00:07:41.840 You know, somebody who was afraid of speaking in front of an audience or calling on people
00:07:46.220 or business, they have improved to a whole different level because they have committed to
00:07:50.400 personal development.
00:07:51.400 They have committed to constantly getting better.
00:07:52.940 So if I find somebody who loves what they do with us, the company, the brand, the vision,
00:07:59.620 the crusade.
00:08:00.620 If they are trusting, and they trust because you got to have both, it's very hard when
00:08:05.300 you work somebody that doesn't trust and it's very hard you work with somebody that you don't
00:08:08.300 trust them.
00:08:09.300 Trust is there.
00:08:11.300 Speed is automatically going to go to a whole different level.
00:08:13.980 And you have personal development which eventually leads to efficiency, you have a winner there.
00:08:18.100 You find somebody with those four, you put your time and resources into it because that
00:08:21.940 could be somebody long term that your time is not going to be wasted because they're not
00:08:25.980 going to be going anywhere.
00:08:27.640 Because they love what they do.
00:08:28.640 You don't need to tell them to work because they love what they do.
00:08:31.260 They're trusting and you trust them and they trust you.
00:08:34.320 Speed is in the right place as well as working on themselves and improving.
00:08:37.760 If you give them a challenge, they're going to work on it together with you.
00:08:40.880 That's a long term person to invest your time into.
00:08:43.320 Thanks everybody for listening and by the way, if you haven't already subscribed to
00:08:46.520 Valuetainment on iTunes, please do so.
00:08:49.240 Give us a five star, write a review if you haven't already and if you have any questions
00:08:53.320 for me that you may have, you can always find me on Snapchat, Instagram, Facebook or
00:08:57.820 YouTube.
00:08:58.820 Just search my name, Patrick David and I actually do respond back when you snap me or send me a
00:09:03.820 message on Instagram.
00:09:04.820 With that being said, have a great day today.
00:09:06.820 Take care everybody.
00:09:07.820 Bye bye.
00:09:13.320 Bye bye.
00:09:14.320 Bye.