Scientific Hiring:  Day 1

Welcome to Scientific Hiring, where guesswork is removed from the hiring process and replaced with a proven, data-driven approach to select and hire top talent.

No fluff, no filler—just actionable insights to help you build a strong team.

One of the brightest luminaries of tech once said,

“Most companies use an inefficient process by not hiring the best employees and instead only those they are able to hire. - Bill Joy”

My goal is to help you eliminate your inefficient process by equipping you with the tools and strategies to attract and hire the very best candidates.

This course is designed for entrepreneurs, business owners, and hiring managers who are frustrated with ineffective hiring tactics and determined to attract and hire the best possible talent.

You will get a new lesson delivered to your inbox every day for 5-days.

Be sure to add my email (don@dongeorge.me) to your whitelist.

In this fast-paced course, I’ll teach you the basics of a best-in-class hiring process—the same one used by top-ranked companies known for low turnover.

You'll learn how to attract top talent, assess candidates effectively, and make hiring decisions that lead to long-term success for your company.

Your part:

You'll need to invest time to develop your own scripts and processes, but once done, you'll be able to consistently identify and advance the best candidates to the next stage of your process and be well on your way to make an informed hiring decision.

This investment will pay off by helping you hire the right people for your business, time and time again.

After several bad hires of my own and almost losing my job because of it, I re-invented my hiring process and turned candidate selection into a science and my ability to spot and hire top talent soared.

This scientific approach to hiring ensures each decision you make is well-informed and rooted in data, not just gut feelings.

Before we dive into Stage 1, let’s tackle the toughest decision first...

...Deciding between your top picks—just in case you've already conducted interviews and are at that stage right now.

But tomorrow I’ll start with Stage 1, 2, 3 and so on and teach you my framework for hiring top talent.

Let’s begin!

Imagine this...

You’ve just hired someone who seemed perfect on paper.

They had skills, experience, and even aced the interview.

But three months in, you realize they’re not the right fit.

They’re miserable.

Production is slow, the team's morale is down, and you're left wondering where it all went wrong.

Sound familiar?

I’ve been there, and let me tell you, it’s a costly mistake I care not to repeat.

But it can be avoided.

According to Forbes, hiring mistakes cost 3X the new hires salary—so a typical bad hire can cost your company from $150,000 to $1,000,000, in both hard and soft costs.

Let’s say you’ve interviewed 20 candidates, narrowed it down to seven, and selected three finalists. 

You probably have a favorite, but like most, you may rely on gut instincts for the final decision—confirmation bias can blind you to the best candidate.

It’s natural, but to make hiring scientific, you need to remove gut instincts and bias. 

This means relying on data, structured interviews, and objective criteria to assess candidates. It might feel strange at first—like trying to eat soup with a fork—but it's crucial.

To simplify the decision-making process, I developed three key questions that turn candidate selection into a precise, repeatable science. 

After interviewing everyone, but before making a hire, ask yourself and your team these three essential questions:

1.) Can they do the job?

In most cases the answer is yes, but this isn’t just about skills.

It’s about whether the job fits their personality.

If the job doesn’t reinforce their nature, they’ll never be fulfilled.

If they love to interact with people—a job where they work alone will make them unhappy.

Think about what they’ll do every day and ask yourself: Does it match who they are inside?

After several rounds of interviews, you should know who they are inside.

Maybe they can do the job, but if it doesn’t reinforce their nature, they’ll never be fulfilled.

...Lack of fulfillment is a leading cause of employee disengagement.

I've found matching a candidate's nature to the job is crucial.

I've seen talented individuals struggle and leave jobs that didn't fit them.

It's not just about filling a position—it's about finding the right fit.

When, what they want, and what the job requires are the same, everyone is happier and more successful.

Second question:

2.) Will they do the job long-term?

Their goals need to align with your company’s path.

If they see the role as a stepping stone to something else, they might not stick around.

Ask yourself if this role fits into their career trajectory.

Are they looking for growth in the same direction your company is headed?

After several rounds of interviews, you should know this.

If their goals are to be a recording star someday, but interviewing for a sales role today, the relationship will not last because their goals will take them in a different direction.

It's essential to ensure a candidate's long-term goals align with your company's direction.

I've seen great employees leave because their career dreams didn't match the company's path.

When their personal goals and the company's vision align, they become committed and motivated, and are more likely to stay and grow with the company.

Third and final question (to ask yourself):

3.) Are they the right fit?

Shared values are non-negotiable.

A mismatch here will lead to friction and eventual fallout.

Reflect on your company’s culture and values.

Does this candidate seem like someone who would thrive in your environment, or would they clash with your team’s dynamics?

After several rounds of asking the right questions, you should know this.

I've seen how mismatched values can cause problems and even lead to an early departure.

This is why it's crucial to factor in your company's culture and values.

If a candidate doesn't fit in with these, they’ll struggle to work with your team.

But someone who shares your values creates a happier and more productive workplace.

Learn from my mistakes.

Before implementing this scientific approach, I made several bad hires myself that almost cost me my job.

But after I learned to remove biases and follow a structured and scientific process, I’ve consistently hired top talent.

Early in my hiring journey, I hired someone based purely on their resume and interview performance.

They had all the right answers.

They looked right, they sounded great, and told me what I wanted to hear.

But I skipped these three critical questions.

Three months later—I dealt with the fallout of a bad hire.

They were unhappy, productivity dropped, and morale took a hit.

And even worse…

I had to start from scratch to hire a new candidate.

It was a hard lesson, but it led me to discover three key questions and the fundamental importance of informed decision-making.

And more than anything, that’s exactly what Scientific Hiring is designed to achieve.

Tomorrow, I'll teach you how to create a job scorecard.

You’ll learn how to craft a detailed blueprint to guide you to the right candidate every time, whether for a leadership role, a technical position, sales, customer service, or any other role.

Everything hinges on this step—it's where you define your ideal candidate.

It’s a game-changer, trust me.

But for now, take a moment to think about your last bad hire.

Did you ask these questions of yourself and your team?

If not, what if you did?

Would it have changed your decision to hire them?

Reflecting on past mistakes is the first step to better decision-making.

By learning from them, you can refine your approach and make more informed choices moving forward.

How to apply the 80/20 rule to this lesson:

The 80/20 rule suggests that focusing on the most impactful 20% of actions yields 80% of your results. 

In hiring, the key takeaway from this lesson is to ask yourself three critical questions:

Can they do the job?
Will they stay long-term?
Are they the right fit?

Concentrating on these questions ensures you make data-driven, informed decisions that align talent with your company’s needs and culture. This approach minimizes costly mistakes and helps you hire strategically, avoiding gut-instinct decisions.

By focusing on these key questions and using a structured, scientific approach, you'll dramatically improve your hiring success while reducing risks.

Looking forward to sharing the next lesson with you.

Don Georgevich

When you're ready, there's three ways I can help you:

1. The Scientific Hiring Academy: If you find this short series on Scientific Hiring helpful but want help to quickly implement everything you've learned, then try the Academy. It's designed with the power of the Socratic Interview Method and the precision of Scientific Hiring to ensure you make informed data-driven decisions and only hire A-Players. 

The Academy doesn’t just guide you—it transforms how you and your team approach hiring, whether you’re building from scratch or refining your current practices.

2. Book a 1:1 call with me to discover how you can apply scientific hiring methods to your business.

3. If you frequently hire for the same role, ask me about customized training to ensure all your hiring managers are aligned with your hiring standards and procedures.

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