Do-it-Yourselfers
Quit Paying Tons of Money to Hire Minor League Players
You Can Hire Exactly the Right People!
The problem with hiring is not that you don't know the job you're trying to fill. The problem is that recruiting and interviewing are bizarre languages that you have to learn to speak. Unlike French, they're not impossible to learn, you just need some experience with the language who can help you translate what you know about your job into useful tools and processes. What if you could buy 12 years of gut-wrenchingly difficult recruiting experience and use it again and again. What if you could get it without paying a headhunter at $20-30,000 per position, or an internal HR person at $60,000 per year...
What if You Had a System, Coach and Expert to Walk You
Through Hiring Great People Every Time ?
Just like hundreds of other teams I’ve assisted, I can help you get the job done and build the skills your business needs along the way. My "Reverse Engineering 'A' Players System" guides you through the four steps that will show you how to hire the best of whatever kind of employee you need to hire.
Step #1 – Dissect your job. Somewhere in the nitty-gritty details of every day life at your company is the information you need. Buried beneath the emails, the phone calls and the challenges of getting business done are the precise details you need to speak directly to the heart and mind of the top-notch people you could hire. Once you know what it is you can translate it into a language that the they will understand.
Chances are you’re using pieces of it in job ads, interviews or management tools like job descriptions. But often the most critical pieces are NOT on a piece of paper. That’s because human resources and staffing weenies have long ignored the reality that people are more important than paper. They force you to distill what you intrinsically know about success in a job down to legally-compliant data that is relatively useless for marketing to the right people. You know it, but you’re not using it! If you could distill it down to the critical pieces, simply, every single time, you’d regularly attract great people and rarely make a hiring mistake.
Step #2 – Reach out with it. Once you’ve got the right details, you have to get serious about marketing to the right people. If you thought “job ad” then immediately smack yourself on the back of the head – no, not job ads. Job ads are mostly regurgitated HR garbage that no star players weill ever respond to. If you’re hoping to pull them with a standard job ad, you’re going to be sorely disappointed. The best people aren’t reading the Sunday Classified ads or scanning a job agent every morning, they’re too busy being stars.
Step #3 – Use it to protect yourself. Once you know what you want to hire, you need to learn to use it by fashioning defensive interview techniques that help you ward off the fakers. Like an old high school math teacher whose gout leaves him perpetually angry, you have to learn to be ruthless about grading right and wrong answers.
Most employers are so excited to see a flow of qualified people they let their guard down and end up hiring someone who’s bluffing: they have part of what you’re looking for, but not all of it. And the missing parts hurt more than the others help! You can learn to interview and evaluate people so that they will gratefully bow out of the process if they know they’re not right.
Step #4 – Build a relationship. If you do everything else correctly, but blow the initial months when someone’s new with you, shame on you (smack yourself again if you feel the urge). If you can follow the first three steps, guess what: you have EVERYTHING YOU NEED to develop a long-lasting, extremely effective relationship. Everything, that is, but gumption and time, so you will need a system to no-doubt ensure that you meld with your new employee and give them every single opportunity to succeed.
My "Reverse Engineering 'A' Players System" is a brain-dump of the most important information on hiring you’ll ever need. It’s not theory. It’s structured, proven information that has already helped hundreds of hiring managers DO THE WORK to hire the people that will make them successful. It’s a guided, step by step trip through the four steps of recruiting success:
What if Success Was Guaranteed?
When it comes to guarantees, I hate weasely ones, so consider these my personal, no-weasel guarantees:
Guarantee #1: 30-day “Free Peek” Trial Inspection – take up to one full month to open the box, review the contents, and decide whether or not to proceed with these tools in your business. You can examine everything with no commitment! If for some reason (any reason) you decide not to use it, simply return it within 30 days for a full refund, no questions asked.
Guarantee #2: “Make a Difference” Guarantee – take 6 full months with the "Reverse Engineering 'A' Players System"; use the information in it. If you can’t see a positive difference in your business, just return the entire package with a description of what you did to implement some part of it, and we’ll refund the purchase price immediately.
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A headhunter would charge you 20-30% of a good loan officer’s estimated first year compensation…that could be $20-50,000 just to rent their expertise one hire at a time. They will never help you get better at this; they just want you to pay them a lot of money, again and again, while they get better at it.
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You could hire an HR person (good luck with that). Many of them don’t know a thing about recruiting and it you could easily spend $30-$50,000 in salary – you’d pay month after month while someone trained in classic HR, not guerrilla recruiting, spends your money on things you already know don’t work!
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The "Reverse Engineering 'A' Players System" will help you discover, step by step, with coaching along the way, how to hire the best and brightest people...based on what you trying to accomplish in your business.
Find and hire talented, committed people
