Words I Like: The cost of a bad hire isn’t just money. It’s momentum, morale, and missed opportunities.
Hiring can make or break your business. No one gives you a manual.
If you’ve ever second-guessed a new hire, felt overwhelmed by options, or avoided the whole process altogether by working more hours, I’ve been there, too.
As a CEO, your team is your leverage.
These 5 hard-earned hiring insights will help you hire smarter.
And if you’re really smart, you’ll scroll down for Your Free CEO’s HR Wake-Up Call Checklist.
1. Be Unapologetically Clear About What You Want (and Don’t Want)
Vague job descriptions attract vague candidates.
Be bold.
Spell out what success looks like.
Include all the details about unsexy parts of the job to, so you paint a realistic picture of the role.
If the job is to make 100 cold calls/day, then say that because your honesty about the day-to-day sets realistic expectations before they start and increases retention.
Make it easy for the right people to say yes, and the wrong ones to self-select out.
Pro Tip: Write your job description like a filter, not a billboard.
2. Your Hiring Process Is a Sales Funnel. Treat It Like One
Awareness: Get on their radar before they’re actively job hunting by creating content and building your employer brand.
Interest: Hook them with a compelling position description that sells your vision, why this role matters, and why it’s a great next step in their career. Don’t just provide a bullet-point list of requirements.
Consideration: Nurture them through your interview process, just as you would a future client. Show them what success looks like and how you’ll support them.
Intent: Address their concerns and objections just like you would with a hesitant buyer. Be prepared to discuss compensation, work-life balance, benefits, company stability, and internal career pathways for growth.
Evaluation: Make it easy for them to say yes by painting a clear picture of their first 90 days and long-term impact. It helps to appeal to the 5 F’s: Fit, Family, Freedom, Fortune, and Fun!
Purchase: Close the deal with a strong offer that reflects their value and gets them excited to start.
Advocacy: Turn new hires into recruiters by creating an experience so good they refer other A-players to you. This definitely includes throwing a “First Day of Work Party” to celebrate their arrival (and not stuffing them in a closet to read a binder).
Pro Tip: Track your hiring funnel metrics, such as conversion rates between stages, so you can pinpoint exactly where candidates are dropping off and identify what needs fixing to hire A players.
Get Your Free CEO’s HR Wake-Up Call Checklist
3. Hire Based on Slope, Not Y-Intercept
Don’t just hire based on expertise or past experience (y-intercept for their current skill level).
You want to hire A players with a growth mindset who are hungry to learn and develop in this role (slope).
You can teach tools.
You can’t teach hungry.
Look for humility, curiosity, enthusiasm, and a genuine zest for the work you do.
Pro Tip: Attitude amplifies. Hire people with a positive mental attitude and a growth mindset.
4. Referrals Beat Resumes Every Time
The best people are not shopping for a new role on job boards.
They’re doing great work for someone else.
They’re only going to hear about your company because of a referral from a mutual friend.
Pro Tip: Ask everyone you talk to, “Who are the most talented people you know that I should hire?”
5. Short Videos From Applicants Are Worth 10,000 Words
Don’t just ask for their resume and cover letter to read words on a page when screening applicants.
You can get to know them so much better with a quick video.
Try adding these instructions at the end of your position description
To apply, please email hello@malloyindustries.com with your resume, cover letter, desired compensation, and a short video of yourself answering these questions:
- Why are you interested in this position?
- What do you know about our company?
- What is your ideal work environment?
- What are your strengths?
- Where do you see yourself in 5 years?
Pro Tip: If an applicant is too lazy to record the video, you don’t want to hire them anyway.
Get Your Free CEO’s HR Wake-Up Call Checklist
Your Team Is Your Leverage
Hiring isn’t a task. It’s a force multiplier.
Hiring isn’t an expense. It’s the highest ROI investment you’ll make.
Hire A players and invest in your people.
P.S. Whenever you’re ready, here’s how we can help:
- Need help building your hiring system? An On-Demand HR Director can build your HR systems, find the best people, and scale your team (compliantly).
- Struggling with a specific hire? Book a free 30-minute Scalability Audit and we’ll help you clarify exactly what you need and how to find it.
- Ready to stop being the HR bottleneck? Download your free HR Wake-Up Call Checklist and identify which people processes are slowing your growth.