this ONE skill will help you scale your business

ByJane AI

Summary

  • The key to tripling revenue and doubling profits is hiring the right people using my three-part hiring framework.
  • The first principle is character. Look for people whose behaviors reflect your business values.
  • Early in my career, I trusted people's words over their behaviors, which led to mistakes.
  • To assess character in interviews, ask questions that reveal past behaviors aligned with your values, such as achieving challenging goals or demonstrating integrity.
  • Ensure you exhibit stronger character yourself to attract high-character employees.
  • The second principle is competence. Focus on the skills needed for the job rather than just past experience.
  • Experience can be a proxy for skills but shouldn't replace competency testing.
  • Conduct competency tests or situational referencing to verify candidates' skills.
  • Look for detailed, consistent stories in candidates' responses to gauge their honesty.
  • The third principle is commitment. Ensure potential hires are willing to restrict other freedoms to dedicate themselves to the job.
  • Assess the level of commitment needed based on the job role and the candidate's life phase.
  • Be wary of candidates who overcommit or can't demonstrate their commitment clearly.
  • True commitment means acting as if no alternatives exist. Test this by asking what the candidate has given up to pursue the job.
  • Use the three C's—character, competence, and commitment—to ensure you hire the right people for your company.

Video

How To Take Action

I would suggest implementing a three-part hiring framework that focuses on character, competence, and commitment. This will help you hire the right people who will truly support your business values and goals.

Character

First, identify your company's core values. Make a list of behaviors that reflect these values. During interviews, ask questions that help you see if candidates have shown these behaviors in the past.

For example:

  • Competitive greatness: Ask, “Can you tell me about a time you achieved a challenging goal?”
  • Integrity: Ask, “Describe a situation where you had to be honest even when it hurt someone’s feelings.”

Competence

Make a clear list of skills needed for the job. Don’t just rely on resumes; experience doesn't always equal skill. Instead, conduct simple tests or use situational references.

For example:

  • For customer support, ask, “How would you handle an angry customer?” Plan a role-play scenario to see their skills in action.

Commitment

Determine how much commitment you need for each role. Clarify if the job requires full focus or allows for side projects. During interviews, ask candidates about their willingness to prioritize the job over other activities.

For example:

  • “What have you given up to pursue this job?”

Make sure to live by the values you seek in others. High-character employees will be drawn to a leaders who showcase even stronger character.

By focusing on Character, Competence, and Commitment, you will create a strong team that aligns with your values and business goals. This low-cost, high-value approach helps ensure you hire the right people, avoid costly mistakes, and foster a successful business environment.

Quotes

"People often ask me, how do you measure for values? Behaviors are a proxy to values"

– Leila Hormozi

"If you say you have a value but you don’t demonstrate it, do you actually have the value or do you just wish that you did"

– Leila Hormozi

"You can’t attract people with great character unless you have even better character"

– Leila Hormozi

"Skill without commitment is untapped potential"

– Leila Hormozi

"True commitment is acting as if alternatives do not exist"

– Leila Hormozi

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