A Superstar Culture is Achieved by Having a Systematic Hiring Process with Robert Glazer of Acceleration Partners

“But I have managed to hire two rockstars without having any formalized hiring structure” Said my friend Anthony.  To which I quickly replied back “I’d rather be lucky than good”!

It is great to have a few “superstars” in your organization but it is outstanding to have an organization built entirely of well positioned, highly productive people, A-players.

Having a system for hiring is the only way to make the leap from average to extraordinary.

Our guest today: Robert Glazer, Founder & CEO of Acceleration Partners.

A global partner marketing agency, and the co-founder and Chairman of BrandCycle. A serial entrepreneur, he has a passion for helping individuals and organizations build their capacity to Elevate.

Robert was twice named to Glassdoor’s list of Top Small & Medium Companies CEO's (#2) and was selected as a Top 22 Conscious Business Leaders of 2019 by Conscious Company.

He speaks to companies and organizations around the world on topics related to business growth, culture, capacity-building and performance.

Today we discuss:

• Why systems, especially in hiring, to win!
• Robert’s process for hiring

Why are business leaders reluctant to follow a hiring system? 

• Moving from a superstar hiring culture to a systematic process
• Getting everyone to do work up front
• Agreeing on what success looks like in the role
• Clarity in the scorecard
• Everyone to follow the process
• Being thorough to meet objectives

Why is this important to the company?

• Process pushes the responsibility of building great teams to the teams
• Scalable in removing leadership from the process quickly
• Scientific process and repeatable 

Rick’s Nuggets

• Process & systems win
• “I’m too busy and don't have time to sit down and develop a process” - You
• Hiring process needs to be driven by leadership
• Hiring the strongest people, needs to be your strongest talent

How do we solve the problem? 

• Collect process from other firms
  • Layout - read Who
• Developing the playbook as a team
  • Eliminating the bias & urgency
  • Clear on qualities & outcomes 
  • Making everything behavioral based 
• Training the playbook 
  • Train & certify on the process
  • No interviewing unless you are and expert on the process itself
  • Evaluate interviews 
• Following the process
  • Look at the data and scorecards, not gut 
• Improving the playbook based on mistakes
  • Debriefed on mid hires and find the holes in the system 
  • Get uncomfortable and figure it out now

Rick’s Nuggets

• Read Healing Career Wounds (Available May 20 - Preorder on Amazon)
• HireOS interview process -
• Role playing - best training!
• Scorecard = performance metrics - measurable / timeline

Key Takeaways -Value:

• Your current hiring process is probably no better than 50/50
• Based on individuals not a repeatable process 
• A good process also really helps with remote hiring 
• This is the #1 way to improve your culture 

Links

LinkedIn:https://www.linkedin.com/in/glazer/

Websites:https://www.accelerationpartners.com/

Facebook: https://www.facebook.com/AccelerationPartners/

Twitter: https://twitter.com/accelerationpar

Instagram: https://www.instagram.com/accelerationpar/

YouTube: https://www.youtube.com/c/Accelerationpartners/featured

 

This show is proudly sponsored by Criteria Crop: https://www.criteriacorp.com/