From my various roles in Compliance and Operations, I've had a bird's-eye view of how advisors are running their practices. Over time, I've come to notice that the most successful advisors share a common trait: they have great team members. As Steve Jobs once said, "The secret of my success is that we have gone to exceptional lengths to hire the best people in the world." Of course, not everyone has Apple's budget for hiring. But building a dream team doesn't have to break the bank. Below is a step-by-step guide on how to hire 'ARC' (Accountable, Reliable, Capable) talent without an Apple-sized budget. Step 1: Define the Role The first step in any hiring process is to define the role you're filling. Write out a clear job description and task list that outlines what this role will involve. This will not only help you articulate what you're looking for but also create a more targeted and meaningful job posting. Knowing what you need upfront helps you screen candidates more effectively and saves everyone's time in the long run. Step 2: Start with a Phone Interview Once you've received some promising resumes, begin with a 15-minute phone interview. The questions you ask should be general. For example: • What attracted you to this position? • Why do you feel you would be a good fit for this role? Your primary goal during this call is to ascertain whether you can envision this person as part of your daily office life and whether they possess the minimum necessary experience. If the call goes well, it's time to schedule an in-person interview. Step 3: The In-Person Interview This is where you dig deeper. The in-person interview should consist of more situational questions that can provide insights into a candidate's thought process, behavior, and compatibility with your team's culture. Questions like: • How would you notify a client of an error you made in their account? • How would you handle a disgruntled client or teammate? Feel free to include topics or scenarios that are particularly relevant to the kind of service or administration tasks the role will require. Step 4: The Final Interview After the in-person interviews, you should have narrowed down your candidates to a pool of 2-4 top contenders. The final interview should involve: a. Personality Profiles I often use DISC or Strength Finders assessments. Candidates complete these prior to the interview, giving you the chance to evaluate how they would fit into your existing team dynamics. b. Team Member Introduction Allow your candidate to meet other team members without you present. This provides an unbiased avenue for both sides to gauge fit. c. Skills Test If you're hiring for a specialized role, administering a skills test can confirm whether the candidate possesses the necessary capabilities for the job. In the words of Lawrence Bossidy, "I'm convinced that nothing we do is more important than hiring and developing people. At the end of the day, you bet on people, not on strategies." Hiring the right people can seem daunting, but a well-crafted process can make all the difference. Taking the time to find team members who are not just competent but also culturally and strategically aligned with your vision can set the stage for long-term success. Happy hiring!