Hire Right!

How do you know you’re hiring right?

Do you follow any hiring model to get the right people in the right position?

Join John Arnott, business owner, and digital marketing expert, to hear some of his precious insights on hiring effectively to ensure your business success.

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The key to a successful organization is having the right staff. But how do you know if you’re hiring right? There are some important things to keep in mind to succeed in a hiring process.

In this video, John Arnott uses the metaphor of getting the right people in the rights seats in the bus, from the book “Good to Great” (Jim Collins), to help you identify if a candidate is a right fit for a job position. This model proposes two fundamental steps to be followed if you want to succeed in a well-formed hiring process.

The first one is to identify, if possible, on the first interview, if there is a cultural fit between the candidate and the core values of your company. Your core values can help you hire and, if needed, fire someone that doesn’t align with your company’s culture. If at some point, the interviewer finds a cultural mismatch, there is no reason to proceed with the hiring process.

If you want to learn more about core values or need help creating yours, check out this video:

The second fundamental area that will help you determine if that’s the right person for that “open seat on the bus” is a three-part model that answers these questions:

Does the person get it? (Does she/he understand what the job is)?

Does the person want it? (Is she/he really interested in this position)?

Does the person have the capacity to do it? (Is she/he qualified for the job)?

If the answer is yes to all 3, make an offer. If you get no on the first two questions, there is no reason to move forward.

But if you found the right person that fits your company’s culture, understands the job, and is interested, but is not enough qualified for the position, it’s probably a good idea to hire and train this candidate. It is better to hire great people that want to be on the team and train them, than the alternative.

Do you agree with this point of view? Do you have a method or a model that you follow to succeed on a hiring process? I would love to hear your thoughts about it!  Drop a note in the comments and let me know.   


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