When we talk about our core values, we live them every day. We don’t write them down and leave them on a dusty shelf somewhere. They are an active influence on our lives, and we have concrete examples of how they affect our success. Our team members--from leadership to admin to agents--need to believe in and live the core values too.
Look to the past
When you’re interviewing someone to determine whether they meet the requirements of your core values, you have to look to their past. Core values is really about patterns and behavior that are present in their life already. And a potential hire needs to provide historical examples of where and when they’ve acted in accordance with your core values in their life.
Core values are part of who you are
That means the core values need to be present before the person is hired. Accountability and discipline don’t magically appear when a person joins your team. A person doesn’t become a team player or hard worker if they’ve always skated by doing the minimum and only looking out for themselves.
Hire slow, fire fast
You need to trust yourself to know when someone isn’t a good fit. The right person for our team checks six out of six of our core values. On their first day, a new hire needs to check at least four out the six boxes. At 30, 60 and 90 days, talk with the person, review their performance and ask the question “Right person, right seat?” If progress isn’t made during the first 90 days, let that person go.