Tammy Kornberg is one of my favorite people on the planet! Her and her crazy funny husband Mitch are a blast to hang with. They both just love life. I hired Tammy to sell almost four years ago, and she has done nothing but knock it out of the park.
But how she got hired is interesting. She was working at a restaurant as manager at a high-end place when Dave and his son Daniel came in to eat. She really took care of him and treated him like a normal person. In the process, the discussion came up that she was looking for a daytime job.
Dave liked Tammy so much that he told her to bypass our system and bring her resume straight to his personal assistant. (Now, you should know that this kind of thing just doesn’t happen. If you’re thinking you’ll attack Dave with a resume, let me say that it won’t work.)
Tammy brought her resume by that April….in August she got a call. And even then it was for a temp position. But, it was for the best team in the building…mine! Needless to say, not only did she get hired, but she got hired full-time and has been killing it ever since.
But it was after some serious scrutiny from HR, my personal assistant, my sales team leader in that area, my EVP, me, and an interview with my spouse; as was with any hire for my team. It was eight months from the dinner, to me hiring her full-time. And at our place, that’s not bad.
Not only does it take a long time to get hired at Dave Ramsey‘s organization, but your chances are low. In fact, last year we had three thousand applications, one thousand interviews, and we hired thirty people. Yep, we have a one percent acceptance rate. Just a little comparison for you, Harvard has a seven percent acceptance rate.
Why so low you might ask. Plain and simple, we take our time. We don’t rush the process of hiring. In fact, it’s not uncommon for me to meet with leaders who hate the people who they’ve hired. When I ask the interview process, it’s usually one or two steps long. Ours is at least four, and usually greater than five. What are just some of the things we do:
- We pray!
- We post the job with enough detail that it can rule out the person before they even apply.
- We have them take a personality test when it’s down to two or three candidates.
- We look for the character traits we want for that position.
- We get a personal budget so we know they can afford to work here.
- We make sure they are here for more than just a j.o.b.
There’s a lot more, but this should give you an idea. When hiring, take….your….time. Use the ratio of two to one; you have two ears and one mouth, so use the ears twice as much. Let the candidate do the talking. Who knows, they might just rule themselves out right in front of you.