Dr. Gary Sanchez explains how to hire people whose motivations match the job. Define the role first, identify which of the nine whys fit it, then require applicants to take the Why app and submit their results so you only interview candidates whose motivations align.
Hey, everybody. Welcome to the third Facebook Live that I've done. And so you got to bear with me with some of this technology stuff. But listen, this is what we're going to talk about today. We're talking about how to get the right person on the bus and in the right seat. That whole good to great concept, because there's a very easy way to do something that seems so complicated. We're going to talk about that now. The reason I'm wearing this hat, because this weekend I was on Team Mirfield. At my course, we had a Ryder cup event. So it's where you have four teams of 18, and you have to play each other in all kinds of different formats. So if you're golfers, you'll know a lot about this. If you're not a golfer, what happens is we have to put together teams to play against each other. So the first format is best ball. So you have two people, two of us against two of another team. Whoever hits the best shot, they win the hole. So you got to put together a team that can play that format. And then the second format is alternate shot. So I had a partner it off. He hits the next shot, I hit the next shot. He hits the next shot. We keep going until we put the ball in the hole, and we see how that compares to the team that we're playing against. So that's called alternate shot. And then the third format is called Chapman, where both of us hit and then we hit each other's ball and then decide who's going to play in from there alternate shot and play us against a team that's doing the same thing. And so it was a whole lot of fun. If you're a golfer especially, you'd understand this. But luckily, we put together a team that was able to win. And so what I want to focus on today is how do you get the right person on the bus and in the right seat when you're hiring? How do you go about doing that? Because that's such a difficult concept for most businesses to understand how to do. So let me give you a quick tip on how to do that. The first thing you do is you figure out what is the position that we're hiring for, what needs to happen in that position? What is the job description for that position? Now, this could be at your home as well. This could be somebody that you're bringing to work on your home. So this could be somebody that's coming that you want to hire for your business. Could be a small business, could be a Big business. But first thing is, what are the qualifications that you want for that job? Then the second thing is, once you know the nine whys, right? Once you know the nine whys, then you want to figure out which of the why's, which of the nine, and there's probably a couple that would be best for that position. So let's again say you're hiring a new bookkeeper for your business, right? So you've got a small business, you're bringing in someone to be your bookkeeper to manage your money. Would you want somebody who has the why of challenging the status quo and thinking outside the box for that position? Right. No. You really wouldn't. Could they do it? Yes, they probably could. Would they be good at it? Maybe. But would they want to do it? Would they have passion for it? Would they be excited to do it? Probably not. So what you do, like I said, is figure out which of the nine why's would be great for that position. Then when you put an ad in the newspaper or you put an ad on Indeed, or wherever you're hiring from, have them go to the Y Institute website.
And take the Y app and send you the results. So right now, the why app is free. Have them go take it, figure out what their why is, have them send you their why along with a cover letter that explains why they would be the best person for that job based on their why and their qualifications. And. And then you'll quickly know who you should interview. So let's say you get 30 people that apply and only say five of them fit the right why for that position. You'll know which five to interview and you won't even have to bother interviewing the rest. They might be good at it, but you know, they won't have passion for it. So just interview the ones that have the right why. Then within that group, it'll be much easier to figure out which one to hire. Because you'll have qualifications, you'll have the skills, and then you'll also have the right why. And that's how you get the right person on the bus and in the right seat. Now, some of you don't know all the nine whys. Some of you don't even know your why. If you haven't discovered your why yet, go discover it@wisetut.com for those of you that have done that but don't know the nine whys. In the upcoming Facebook Lives, I'm going to go through the nine whys so you'll get to know them much better and you'll be able to figure out which of the nine whys would work for the job description that you're looking for. So that's it for today. That's how you get the right person on the bus and in the right seat. Thanks, everybody.
Women In Leadership: A Need For A Greater Systemic Change With Belinda Clemmensen
