Intertru Inc

The process of hiring has not evolved much in the past 100 years. We source people, review resumes and choose people to invite in for an interview. Here’s the problem… resumes tell you very little about the person. In fact, I would go so far as to say that resumes are nothing more than bias builders. Here’s what is not on a resume: performance. We assume performance because of time spent a name-brand company or schooling. This assumption is the one thing that clouds our vision during an interview and leads us to bad hiring decisions. I’m Rick Girard and welcome to the Hire Power Radio Show. We help Entrepreneurs and executives WIN-WIN the strongest people. By sharing insights from top-performing rebel entrepreneurs, game-changers & industry leaders. Like our guest today: Kristen Prinz, Founder & Managing Partner of The Prinz Law Firm Ms. Prinz has litigated employment law matters before state and federal courts. She has recovered millions of dollars on behalf of her individual clients and saved millions of dollars for her corporate clients. Kristen was selected for inclusion in Crain’s Chicago Business’ List of 50 Most Influential Female Attorneys and has been named a Leading Lawyer by Leading Lawyers, as well as a Super Lawyer. Story: hiring an experienced attorney Applied for job, from good reputable law firm. Nice cover letter, Excited about the resume and did not follow the process Didnt question assumptions that were on the resume 5 years at firm, types of cases, right impression Immediately 2 partners did not want to work with the person Did not dig deeper Disconnect between actual knowledge and the work they brought to the table Setting clear expectations Be human but fire fast- set clear expectations Take responsibility to make sure the person is the right fit - an environment where people are set up for success Aligned on what we are doing right now Overcome our own biases Trust & want to work with them Focus on the best on the job A lot of work, don't want to lose people Get mid-level attorneys involved in the hiring process

There's a commonly held belief that if we just get more people in the funnel magically the right person will get hired and we all have job board advertising to thank for that. The truth is that even if you find a "needle in the haystack" The chances are very slim that that person's going to accept your position. What's not talked about is that the quality of your interview process and your people's ability to understand the truth about the human across the desk from them is critical and hiring the strongest person. It projects excellence in an organization. So how do we fix this? There are a few really good books that can help you define how to implement a strong hiring process. The Who method, Healing Career Wounds (The hireOS method) and Hire with your Head. I recommend reading all 3 books and picking the one that resonates best with your organization. Training your people is the key here. If you're not training your people how to interview then you are missing out on the strongest people for your organization. Because A-players will not join any company that they perceive to be disorganized or shoddy. Even if you are running EOS. But don't believe us, listen to what one of the world's top coaches, Ken Bogard has to say! Intertru has teamed up with the HireOS method to bring real-time training, efficiency, and accuracy to your organization. Sign up here (https://intertru.ai/) for a quick demo.