[Infographic] The Foolproof Guide to Finding and Hiring Top Talent

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If you want to be the best, then you need to hire the best. But how can you be sure you’re only hiring top talent?

It all starts with creating the right hiring process, or recruitment process, for your business. The simple truth of the matter is that you’re not going to find top-quality talent by sitting around and waiting for them to reveal themselves to you.

To find and hire the best, you’re going to need to do more than post a job ad and wait for the applicants to roll in. While there is no “one-size-fits-all” approach to hiring, every company has its own unique quirks, we have identified the 8 most crucial hiring process steps.


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Hiring is one of, if not the, most important skills you’ll ever have as a business owner. Companies that have strong hiring practices have been proven to increase their revenue 2.2 times faster than those with weak hiring practices. Not to mention the fact that companies that hiring the wrong person can actually cost you, on average, $149,000.

Taking the time to develop the right hiring process is not only beneficial, but absolutely critical to your business’s success.

I’d rather interview 50 people and not hire anyone than hire the wrong person.

Jeff Bezos

Step 1 – Identify Your A-Player

Know exactly what an A-player is and the impact they can have on your business.

More than just hiring someone that can do the job, an A-player can have numerous positive effects on your business from directly improving your bottom line to inspiring and motivating the rest of your employees. The qualities of an A-player include:

  • An entrepreneurial mindset
  • Self-motivated and passionate
  • Willingness to own their results, both good and bad
  • Boundless curiosity
  • Effective communicator
  • High-degree of integrity
  • Deep domain expertise

To find out how some of the best entrepreneurs in the world identify A-player, make sure to check out our article here: 18 Experts Share Their Secrets to Hiring The Best People

Step 2 – Plan Carefully

Hiring top talent requires time and patience. You’re not going to be able to find the right person within a few days and it might take weeks, sometimes months, to find the A-player you’re looking for.

Create a timeline of your recruitment process and factor everything from where you’ll be posting your job ad, who needs to be involved, and how long each step will take. Remember that:

  • It takes, on average, 42 working days to acquire a new hire.
  • 60% of candidates have quit an application process because it took too long.
  • Only 36% of candidates say that employers provide clear job descriptions.

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Step 3 – Recruit Your Candidates

Don’t be passive when it comes to hiring. You want the best, then you need to get out there and find the best yourself.

Think about it this way, if you’re looking for gold do you set up a basket and hope that gold will magically appear if you wait long enough? No. You get your pick-axe and get to digging. Because as every seasoned CEO and entrepreneur will tell you, oftentimes top-tier talent needs to be discovered.

But don’t just rely on standard job ads or internal recruiters, make sure to check out social media or consider asking your existing employees for referrals when looking for potential hires.

Step 4 – Initial Screening

It’s time to separate the wheat from the chaff. Depending on the role and the number of applicants you receive, this step can be as straightforward as reviewing CVs and resumes or, if you have the time and resources, involve a short 10-15 phone interview.

We recommend emailing all applicants 3-5 questions that are relevant to the position you’re hiring for. Their responses should give you a rough idea of their level of expertise and whether or not they’re worth moving onto the next stage of your hiring process.

PRO-TIP: Ask your candidates to respond to your initial questions via video. This can give you a much better idea of a candidate’s personality and who they are, then you could ever get from just a text-based response.

By the end of this step, you should have no more than 15 candidates left.

Step 5 – Interview

Perhaps the most important part of any effective hiring process, the interview is your chance to gain a better understanding of your prospective employees. Beyond their skills and expertise, the interview should be treated as an exercise to discover what motivates your candidate, how much they know about your company, and whether or not they’ll fit in with the company culture you’re building.

At this stage of the recruitment process, make sure to keep the lines of communication as open as possible between yourself and your candidates.

Step 6 – Run a Background Check

Oftentimes, the best way to get the measure of someone is to talk to the people who know them and not the person themselves.

Do your due diligence and run a background check on all your potential hires. Call up previous employers and find out what they have to say, take a moment to verify their achievements and claims, and don’t be afraid to ask their former coworkers and even their friends for their opinion.

The aim here is to see if you can spot any patterns of behavior, both positive and negative, throughout a candidate’s career. 

Step 7 – Give Them a Take-Home Test

An interview and a resume can only tell you so much about someone’s level of skill and expertise. Which is why one of the best ways to gauge a candidate’s knowledge and ability is to assign them a simple task or project that’s related to the position they’re applying for.

And make sure that you pay your candidates for their time, as no one likes to feel as if they’ve been taken advantage of.

PRO-TIP: To get a better sense of both their expertise and personality, hold an in-person workshop where candidates have to complete a project with your existing employees. This will give you a better idea of their cultural fit, their ability to work in a team, and what their strengths and weaknesses are.

Step 8 – Hire For Culture

At the very end of your hiring process, you should always make sure that the person you’re hiring fits into your company’s culture. You want to make sure that your new hire’s personal values align with your brand’s values, and that they believe in your company’s mission.

Develop a system of mentorship and training for all your new hires so that they’re able to get up to speed as quickly as possible and start having a positive impact on your business.

Free Bonus Download: Want to know the best questions to ask in a job interview? Download all 35 interview questions here — they’re guaranteed to help you make better hiring decisions!


Many companies make the mistake of not investing enough time and energy into developing their hiring processes. A mistake that, more often than not, costs them dearly and prevents them from being able to grow at the rate they want.

Which is why it’s so important that you take the time to properly establish what your hiring and recruitment processes are.

The more streamlined and efficient your hiring process is, the faster you’ll be able to attract and retain high-quality talent. Whether you’re making your very first hire or your hundredth, just follow the steps we outlined above and you’re practically guaranteed to find and hire the best.

What does your hiring and recruitment process look like? How do you ensure that you’re only hiring top-level talent? Let us know in the comments below!

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