People 1. Recruitment Some context Good or bad We become the people we surround ourselves with 12,000 people Framingham, Massachusetts 1948 to date The breakup of a close friends marriage can increase the likelihood of ones own divorce by as much as 75% A person with a divorced co-worker was 55% more likely to get a divorce than someone who works with all married co- workers Take Five monkeys a bunch of bananas and a ladder The moral? You must surround yourself with great people and recruit great people The most important recruitment 24 sites 12 good managers, 12 bad managers 12 good sites, twelve bad sites Over 15 sites One manager can consistently double profitability in poor sites How Glengarry Glen Ross Always Be Searching Always Be Recruiting Always Be Recruiting The Golden People Rule Pre-selection always buys you more than training Who are you actually looking for? A Players Not C players C Players Victim mentality At effect Distance themselves from problems/mistakes Entitlement mentality Low intrinsic motivation Low aspiration I need a job to get money Not Im going to challenge myself with a new experience so I can learn and develop my career C Players Create systems and Black boxes only they can operate Create job security for themselves Make a commitment No More C Players A Players Proactive what needs to be done next? Results oriented Actually want to own the result Aspirations they can tell you where they want to be in three years They have a bigger picture of a future with them in it Not flashy A Players You have to seek them out but they hang out with other A-players So get out there and look for them! Two key things to remember C players repel A Players A players attract A Players. A clich that matters Hire slow Fire Fast Dont hire Through emotion Friends People like you People you like The interview Most important factor Monitor everything Body language Tone Facial expressions Energy Language From the perspective of how theyll be in front of a customer on a busy day The most important question when we ask your previous employers, what do you think they will say your weaknesses or bad points are? For every job: What were your expectations going into the job? What exactly did you work on? What were your successes? What were your failures? Why did you leave? Listen for: Patterns of behaviour Patterns that align with C-players or patterns that align with A-players Think like a Avoid Emotional estimation And Seeing only validation i.e. confirmation bias DO NOT! Waste time Remember Keep turning YOU into an A-player too. Keep hanging round A-players Keep modelling the behaviour of A players Keep modelling the way A-player businesses work...