The Danger in Skipping the Interview for Internal Referrals with Todd Ausherman of Notaroo

Most of us have a tendency to fast track anyone who comes through an internal referral. The rationalization is that we automatically trust the referral source so the person will be a great hire. Add time pressure to fill the role and we are ready to extend an offer before the interview takes place.

Yes there is an increased likelihood that the person will work out. But there is danger too.

Because a person is a referral, is the exact reason why they need to be impressed with your thoroughness in your interview process. This does not dissuade the A-players from joining you. It gives them the impression of excellence expected from everyone within the organization. 

Our guest today: Todd Ausherman, CEO of Notaroo

Todd is an attorney and entrepreneur with over a decade of experience in building high growth companies in the financial services space.  Having successfully exited multiple companies, while personally hiring hundreds of employees along the way, he is currently building Notaroo, a lending software platform for the mortgage industry. 

Todd is here to share his experience with hiring internal referrals.

Today we discuss:

Why it is critical to thoroughly vet internal referrals
How to ensure the the referral fits

Challenge today?

The internal hire from the company that acquired the company
Build from 19-250 people in 3 years
Went into default and took two people
Got a hero and a zero
The zero - had his own way
Created a lot of barriers
Nothing got done
First hire power bred discontent among his tribe
Led to a mutiny
Unreasonable belief in his ability

Project fell flat

Why is this important to the company?

The team of malcontents poisoned the culture
Ultimately the CEO unloaded a bad employee on him

Rick’s Nuggets

Must do diligence for everyone, especially referrals
Why is this person being referred to me?
Do they align with our values?

How do we solve the problem? 

Culture first
Create a lot of events
Break down the communication barriers
Humanize himself as a leader
Open a channel for people to be heard, raise your hand

Spread out the balance of power
Minimize the possibility of a mutiny
Team leads responsible for smaller teams

Decentralized hiring control to the team leads
Process that multiple people decided on the hire
Recruiting - intro calls
Interview conducted in groups of 2- accountability partner
Leader final interview
Penguin question
Hired a person who didn't like penguins(company mascot), it didn't work out.
Knockout question: stick to it

Fire Fast
Eliminate the cancer as soon as you learn of it

Rick’s Nuggets

Values are what form your culture
Hiring process!
Knockout question!

Key Takeaways that the Audience can plug into their business today!  - Value:

Sticking to your knockout question
Mindful of your key lieutenants and what their motivations are 
Confront the uncomfortable truth of seeing a person who is a performer but the agenda is self driven. Don't hide behind a person’s performance- cowardly

Host Links: 

LinkedIn: https://www.linkedin.com/in/rick-girard-07722/

Company: https://www.stridesearch.com/

Podcast: https://www.hirepowerradio.com

Authored:  "Healing Career Wounds"  https://amzn.to/3tGbtre

HireOS inquiry: [email protected]

Guest Links:

LinkedIn:https://www.linkedin.com/in/toddausherman/

Company: :https://www.getnotaroo.com/

Show Sponsor:

Criteria Corp: https://www.criteriacorp.com/