Attracting and hiring great people is more important than sales, product, finances and often an afterthought. Hiring is hard work and it never ends.

Here are 8 tips that you may not have heard before. I have found them useful.


Tip #1 – Find the “A Players”

You have to attract A players for long term success. Also, you must avoid B Players and C Players like a pandemic virus.

The axiom is true: 

A Players hire A Players.

B Players hire C players.

and C Players will kill your company.

If you find yourself accidentally hiring B Players, read – 5 reasons why


Tip #2 – Two-way selling with A Players

When you court A Players, you certainly expect them to sell you, but you must also sell the A Player.  This is a two-sided selling process. Many people miss this.  “Shouldn’t everyone want to join our team?” Not so. A Players have endless opportunities. Sell the interviewing A Player on your company, technology, culture and vision.


Tip #3 – Speed with A Players

A Players expect fast decision-making. They will pass on your company if you grind them through slow processes. Indecisiveness is a reflection on your company culture.

Engage quickly with A Players.  Draft the offer quickly. Follow the “2-week rule” from first phone interview to offer.


Tip #4 – Attitude First

Evaluate attitude early! Often companies get fixated on skills, past accomplishments or pedigree of a candidate and overlook their innate attitude.

Do a hard check on the candidate’s attitude. Attitude is the manifestation of an individual’s mindset. Early in the interview, ask the individual about specific difficult situations that they have encountered and how they reacted.


Tip #5 – Double Check Motivation

Understand an individual’s motivation before making the offer or you can get stung later on. You want to make sure that the individual’s motivations are in sync with the company’s mission and culture.

I’ve seen individuals who joined a company for the wrong reasons – the initial euphoria, expectations of advancement or bonuses, the chance for creative work, and maybe a magical IPO. When it didn’t happen, they left.

Figure out what is motivating the individual to join your company before making any offers.


Tip #6 – Be Opportunistic

It’s OK to shoplift talent from competition. Take advantage of competitive companies that get trouble because of financial problems, disruptive times like COVID or acquisitions. If your competitor is in trouble, unleash your favorite recruiter to shoplift their A players.


Tip #7 – Careful Who is Making the Decision

In your interviewing process, please don’t fall into the trap of “Consensus Hiring”. Groups can agree on a better than average candidate that doesn’t threaten them. But will never agree 100% on a superstar or a dynamite individual that can challenge your company in new ways and accelerate your company.

I much prefer “Champion/Challenger Hiring”. Read https://orthostreams.com/6-hiring-mistakes-that-orthopedic-startups-make/


Tip #8 – ABC

You must “Always Be Collecting” talent.  This is an endless process. Empower your employees to be advocates for your business and to attract strong talented friends. Put your favorite recruiter on a small monthly retainer to bring you superstars.