Devoted to Managers and those that seek to improve their management skills

When talking about thinking of hiring in a different way, this doesn't mean we drop general requirements, qualifications and legal aspects of hiring, that must be part of the process. Assuming those are part of the process and individuals we're looking at, it will never be what makes how we hire work great. It's what's added to that that makes the difference.

With Eben Pagan in the videos, he talks about some unique questions he likes to ask to separate great people from the mediocre.

For example, one of the first things he'll ask a potential hire is: "What do you like about business?" or "How did you first get interested in business?" We must listen very carefully for the type of answer that's given. If people aren't into business, many times they can become a huge problem later on when they're already integrated into the company.

Another important aspect mentioned, which I've believed is extremely important for a long time, is the way people view their skills. Do they desire to become the best they can? Do they look at it like the craftsmen of old did where they were constantly learning, updating and honing their skills? That is a key element to great workers.

The major thing Pagan looks for in potential hires is what he calls "drivers," These are the types of people that understand that things need to get done, people organized and the result wanted accomplished.

They not just see what needs to be done, but then take personal responsibility for it. This type of person won't feel the need to come up with all the ideas or get all the credit, but rather they carry within themselves the seeds of a certain outlook and attitude.

They are persistent and people that will follow up on something until it's responded to or accomplished. They continue to pound on the door until the answer comes.

Another strong attribute is they know the right time to drive others, and the right time to be driven; they are able to move in and out of each role.

Once a person is hired, even when we test them out over and over, we really don't know what we have until we put them in real situations.

One way suggested to do that is to throw them into a situation that isn't extremely difficult to accomplish, but will force them to interact with others on the team to gather the needed information and respond accordingly. In other words, in spite of how good of a hire you think has been made, only real world situations will prove if you're right. Leave the expectatios behind and see if the practical results confirm your decision.

These and other insights in the video: