The Mullings Group’s Post

Transcript

Just because there's a lot of talent available at the moment and it's difficult out there for the talent doesn't mean that us as the senior leader, let's throw the process in the bin because then we're just gonna end up with not having consistent hires that then come in and live and breathe the culture of the business and you hit on it is there's no question in my mind that the hiring process is indicative of the culture in the company regardless of big or small. So that's number one. #2 is people think that because it's fast, you sacrifice diligence. No. You can when you take speed and tie it to metrics and evidence based outcomes and assessments. And I think every company should do assessments for the good of the individual more so than for the good of the company. Why? Because the worst thing to do is for you to front as a candidate because you want that job and you find out you're getting into a culture. That ends up having a dissonance in your mind and your soul, and then you can't perform. And in our culture, in our, in our country, it's become a little bit of a litigious environment. You can't even use the word test. You have to use your assessment. You're not allowed to say that it's a go or no go gauge, but everybody knows it is. And it's really important because there's no way for you to get to know a human being in 3/2 hour sessions. But you can get a deeper understanding of their motivations and where they will excel and the environments they'll excel in with assessments and if you share with them. It's critical that you really let us know who you are because we want to make sure our environment is good for you. Not that you match our environment, that there's no subtle difference there, umm, And and we wanna push that across the table and say listen. These are this is our culture and these are our three must haves. And it doesn't look like it matches there, yeah.