If you want to grow your team, it’s crucial that you’re aware of the facts below:

When dealing with people, always be aware that they’ll always do what’s in their best interest.

If you want them to be aligned with your goals and vision, simply incentivize them properly and based on the accomplishment of your business goals.

Find me a company that is dying and I’ll find you a company that has a poor incentive structure.

Lack of Clarity will turn any A player into a B player, and as you’ll learn over time anything below A players shouldn’t be allowed in a great company.

Processes and Tools to leverage to have a great Hiring Process.

HIRING SCORECARD

This scorecard has been a game-changer not just for the people I’m hiring as it clarifies everything that they need to know but it also helps me think of everything that will help the candidates understand what is expected of them to accomplish their mission.

Scorecards describe the mission for the position, outcomes that must be accomplished, and competencies that fit with both the culture of the company and the role.
The first failure point of hiring is not being crystal clear about what you really want the person you hire to accomplish.

Components of the Scorecard

Mission: The essence of the job - why does it exist?

The mission is an executive summary of the job’s core purpose. It boils the job down to its essence so everybody understands why you need to hire someone into the slot.
For a mission to be meaningful, it has to be written in plain language.

Outcomes: Defining What Must Get Done

Here you’re describing what a person needs to accomplish in the role
You should provide a list of 4 to 8 outcomes, ranked by order of importance, which if achieved will make it unreasonable for them not to accomplish the core purpose or the mission of their job.