And no, broadcasting from the center of the universe and the Thrive 15.com World Headquarters.

It's the Thrive Time Show.

All right, Thrive Nation, welcome back to the conversation.

Let's say that you have a good potential employee that you finally found after doing massive

amounts of interviews. How do you know that they're the right one before you commit?

So you have two options here. One, which I highly recommend is having someone endorse

whoever, having someone shadow whoever is the gold standard. So my method that I endorse

is that whoever is the gold standard needs to be shadowed by the potential candidate.

Because I really do sincerely believe that even one weed can absolutely choke out your guard.

So I love to have the gold standard person. If it's the top attorney in your firm,

the top DJ in your business, the top waiter in your restaurant, I like to have the potential

candidate have to shadow the gold standard so that the gold standard can say whether they're

up to the task or not. That's just my personal take. Some of you would prefer to narrow it down to

a one-on-one interview. You interview a lot of people at one time and you do a one-on-one interview.

So what we're going to do during these next two segments is we're going to break down specifically

the kinds of things you're looking for when they shadow or they do a one-on-one interview. So I'm

going to go around the horn on this. I'm going to start with you, Z. Do you prefer within your

businesses to have the one after you've done all the interviews? Do you prefer to have a one-on-one

or do you prefer to have a shadow? And then what do you look for? Not only do I prefer to have a one-on-one,

but I prefer to have a one-on-two. One-on-two? How do you mean? See, this is power.

Is that weird? No, I don't want it to get weird. It's not weird. No, don't go there,

but a one-on-two. Because when I hire at the level that I hire, I want to know their spouse also.

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