Hiring individuals that fit with this model has increased employer retention rate from 30% to 80%.

<aside> 💡 The following are things to look for when hiring. This system is designed to be used by multiple people, so each team member interacting with the interviewee will rate that person with a score in each of the following categories from 1 to 10. No person who scores lower than 7 in any of these areas is considered to be a good fit for our agency.

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When interviewing a candidate here are the six categories to keep in mind when conducting the interview. These categories are to help determine if the candidate will fit within your team as well as within the whole organization.

1. Coachable- ability to handle criticism.
2. Problem-solving - the capacity to handle situations.
3. **Reliable-**being on time for meetings and can be trusted to deliver on deadlines.
4. Motivation - determines what drives the candidate to be productive.
5. Personability- defines how a candidate will handle themselves within the company’s culture.
6. Superpowers: provides insight into the candidate’s additional abilities.

Coachable

It’s pretty straightforward, yet very few people ask questions even if they’re encouraged to. This can typically indicate they’re not coachable. Of course, it could also mean the person is shy about asking questions, but this can also be tested in the next step. You can find out if someone is coachable during the ‘test task’ phase of the interview. It’s important you give them some kind of constructive feedback based on their test task, from there you can see if they’re coachable.

• [ ] Did the candidate ask questions?

Rating: 1 to 10   ______

Reason:

• [ ] Did the candidate take feedback?

Rating: 1 to 10   ______

Reason:

Problem-solving