The Hiring Strategy That Leveled Up My Entire Business

Prioritize input-based interview questions (e.g., 'What recent audiobook have you listened to?' or 'How do you plan your day?') over output-based ones (e.g., 'What certifications do you have?') to assess a candidate's long-term potential and cultural fit.

Be skeptical of self-provided references on resumes; instead, ask for specific prior managers and inquire what they might say about a candidate's performance or work ethic.

Understand that certifications and years of experience indicate current skills ('outputs') but not necessarily a candidate's willingness or ability to learn and grow ('inputs') with your business.

Recognize that a candidate's personal habits (like waking time, exercise, or late-night activities) can be strong indicators of discipline and reliability at work.

Ask about industry-specific influencers, podcasts, or online content a candidate consumes; this reveals their genuine interest and self-directed learning, which unlocks discretionary effort.

Use outputs to determine starting pay and initial fit ('will they work now?'), but use inputs to assess long-term potential ('will they grow with the business?').