3 Keys to Hiring the Right Person



Today’s conversation is about hiring the right people, making sure that you get the right person on your team because if you make a bad decision there, it can have a dramatic effect on your team and your business. Let’s have a conversation about what I call ‘The Triangle of Hiring.’

I believe this idea is crucial to understand.

There are 3 key elements to hiring the right person:

Triangle of Hiring

1. Skills – That question is really “Are they good at what they do?” You can discover that from behavioural interviewing, asking “Tell me about a time when…” rather than “Tell me what you would do if…”. The focus here is on discovering the competence level of the individual. Other checks might be education level, past projects and references.

2. Personality – Do I like you? Do I want to work with you? Are you going to fit in the team? These questions are about ‘fit.’ Having someone fit seamlessly in your team is just as–if not more–important than skills.

3. Character – “Can I trust you? Do they have the character, loyalty and integrity to work as part of the team?” Usually you discover that in the first 90-day probation period. Look carefully for this, because if you see character crack early, this can lead to major holes in the future.

So, the 3 elements are skills, personality and character. The questions you’re asking, really, are “Are you good at what you do?” “Do I like you?” and “Can I trust you?”

That’s today’s tip.

I’ve got a question for you: What have you found to be the biggest challenge in hiring people? Please share this in the comments below.

Look forward to speaking to you soon. Look after yourself.


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  • Andreas
    Posted at 01:57h, 06 May Reply

    Hi Colin, thanks for the tips, they are great.

    I just recently heard of another great concept for recruiting, which I believe fits in perfectly with your hiring triangle.
    It’s asking “three specific questions” for each example of each topic:

    1. Context: Tell me about a time you had – a tough customer; – been tempted not to be honest; – faced conflict with a coworker; etc., (applicable to skill, personality and character related questions)
    2. Process: What did you do? How did you save the customer? How did you resolve the situation?
    3. Outcome: What was the outcome?

    It is not easy to prepare answers to these specific questions ahead of time and therefore gives you a good honest insight to the candidates skills, personality and character.

    • Colin Boyd
      Posted at 06:38h, 06 May Reply

      Thanks for the comment Andreas! This is a great process to follow. Appreciate you sharing for the readers.

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