Talent Series Episode 3 - The Screening Process

Win Make Give with Ben Kinney

Ben Kinney Training

Self-improvement, Education

4.9 • 1.5K Ratings

🗓️ 21 June 2021

⏱️ 31 minutes

🔗️ Recording | iTunes | RSS

🧾️ Download transcript

Summary

Continuing with our Talent Series we are now up to step 3, the Screening Process. You have leads for talent and now it is time to take the next step. Take them through the screening process and a behavioral profile to see if they are the right talent for you. Listen as Ben, Bob, and Chad give you the system to getting the life story of each candidate so you can see if they are the right person for you to move forward with.

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Transcript

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0:00.0	Welcome to the win make give podcast. Season two all about winning here with Chad
0:15.6	Heinz and Bob Stewart. My name is Ben Kinney. You're stuck with us three. Like always, Chad,
0:22.5	we are in the middle of one of our series, which is called talent. The talent series
0:29.7	has been a little bit echo in the background. It's a little bit of enthusiasm. We've already
0:36.3	gone through the intro to talent, part one. Part two, we had a lot of fun and we went
0:43.2	through a model for finding talent, marketing, referrals, prospecting for talent. Hope
0:50.6	you're super enjoyed the first two parts of the talent series. And hopefully you sent
0:54.5	your resume to Bob too, because Bob's always hiring. It's why we're doing this for sure, for sure.
0:59.2	Now we're at part three. Part three is super deep, super long, but it could be one of the
1:07.2	more valuable podcasts you've ever listened to because this is about the actual hiring process.
1:15.1	So we're going to walk you through ours. Now you don't have to use ours, but you need to have one.
1:23.6	Yes. You need to have one for a variety of reasons. One, it ensures that you properly vet talent.
1:32.4	Two, it protects you in employment discrimination lawsuits, but especially the ones that are
1:38.9	invalid or just accusations, but you know you didn't do anything wrong. Because if you follow
1:44.5	a process and you treat everybody the same way and you document the process, it's easy for you
1:51.0	to show that no, you actually exited out of the interview process for a specific reason that was not
1:57.6	discrimination. Great point. So this is for our protection. Also, if you're the owner of a company
2:05.2	and other people in your world have authority to hire, this ensures that they are following the
2:11.3	same exact process that you do. Now there's lots of classes out there. I've taken some in the real
2:19.8	estate industry. I've taught a lot in the real estate industry. They've been called things like
2:23.6	recruit select or career visioning. I'm sure every industry has a program around hiring or if they
2:31.6	don't, they should. This process has been adapted and created after all of the things I've learned
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