Strategy, organization and thoughtful communication can make finding the right person for the job highly rewarding.

In a recent post, we discussed Jack Welch’s matrix to determine “WWJD? When to Fire Someone” and can likely agree that firing someone might just be the hardest task you have in your role at your organization! On the other hand, hiring follows as a close second.

We have a saying around Fishhook - “Fire quickly. Hire slowly.” It seems counterintuitive, doesn’t it?

Oftentimes, you want to give struggling employees second and third chances because it’s easier than having the difficult conversation and letting him/her go quickly. Or, you’re in such a panic about the amount of work you’re facing that you hire a warm body now so you can at least get caught up.

However, hiring is an important process that takes time - writing the job description, creating the intake forms, thinking of interview questions, posting the job, collecting/sorting applicants, interviews, background checks, etc. However, through strategy, organization and thoughtful communication, this methodical process can be highly rewarding in finding the right person for the position.

In his article, "How I Hire: The Must-Haves, the Definitely-Should-Haves and the Game-Changer," Welch shares a helpful hiring checklist he dubbed “The Four Es and a P."


It doesn’t matter if someone is introverted or extroverted; a candidate who really wants to work with your organization should, especially in the interview phase, have energy! I look for candidates who engage with me - sit up straight, lean forward, smile, listen and seem energized to be interviewing. Also, test the candidate’s energy level with different scenarios. How’s their energy when it’s just the two of you? What happens when you add four more people to the interview panel?


This relates to the ability to energize others. Imagine this candidate with his/her co-workers - does he/she exude positivity and motivate others to action? Again, depending on personality, the way someone energizes the room is different. A more gregarious extrovert might energize the entire team in one fell swoop, while a quieter introvert might energize others through thoughtful one-on-one connections. What will this role require?


Some helpful questions to ask to determine a candidate’s edge:

  • How do you make tough decisions - and how fast do you make them?

  • Tell me about a time in your life when you actually failed at something.

  • What motivates you to do your best on the job?

  • What can you teach us?


You’re looking for a candidate who is both smart and good at execution. At the end of the day, he/she needs to get things done. David Allen, author of "Getting Things Done: The Art of Stress-Free Productivity," wisely shares, “At any point in time, knowing what has to get done, and when, creates a terrain for maneuvering.” A potential interview question: Share your two greatest work accomplishments and how/why they were successful.


In churches, passion is a spiritual driving force for why women and men enter ministry work in the first place. People with passion are deeply concerned with something greater than themselves and will exude it in their language, relationships and character.

Be patient in your hiring process and take the time to find the right person for the position.