How to Recruit Rockstars

rock stars

Recruit the Best

Jeff Hyman has hired more than 3,000 people over the course of his career as a top-tier executive recruiter. Jeff’s new book, Recruit Rockstars: The 10 Step Playbook to Find the Winners and Ignite Your Business, reveals his method for landing the very best talent.

I recently spoke with Jeff about his book and work. Here are a few ideas that will help you assemble a team of rock stars.


“90% of business problems are actually people problems in disguise.” -Jeff Hyman


Recruiting Mistakes

What percentage of business problems do you attribute to recruiting mishaps?

  • 90% of business problems are actually people problems in disguise.
  • Hiring B and C Players can cause more problems than staffing these roles solve
    • They may do the job, but do they do it well? And if they don’t do it well, that’s another problem to fix.
    • B and C Players need to be micromanaged, which distracts the leader’s time from improving the company’s performance.
  • By investing in hiring Rockstars, you can take time away from micromanaging and fixing the problems of B and C Players


“Hiring the best is your most important task.” -Steve Jobs


Improve Recruiting Accuracy

The #1 Thing that Should Keep Leaders Up at Night

leaders up at night

Find the Katherines


Katherine Coleman Goble Johnson turns 99 years young this week.

She was born August 26, 1918. Her life has been nothing short of extraordinary. No one could have predicted her success when she born in White Sulphur Springs, West Virginia, the youngest of four children. Her father worked various jobs at the Greenbrier Hotel. Her mother was a teacher. As a young girl, she loved to count and showed a strong interest in math. Her abilities were recognized, and she entered college at fifteen and graduated at eighteen.

Starting her career as a teacher, she later moved to work at the Langley Memorial Laboratory at NASA.

As an African American woman in the early 1950s, she began to break one barrier after another. She overcame considerable sexism and racism, distinguishing herself through her work ethic and genius in the field of analytic geometry.

Her early work led to the discovery that larger planes disrupt air currents and can cause smaller aircraft to crash long afterwards, bringing a change to flight patterns and saving lives. She famously worked on the calculations that helped bring Senator John Glenn back from the first American orbital mission.

Senator Glenn trusted her over the first IBM mainframe computers. He wouldn’t okay the mission until Katherine okayed the math.

From the moon landing to the Space Shuttle program, Katherine was there, making an impact on it all.

All this extraordinary history, and Katherine’s struggles and triumphs, is beautifully told in Hidden Figures: The American Dream and the Untold Story of the Black Women Mathematicians Who Helped Win the Space Race, a book by Margot Lee Shetterly. (If you haven’t read the book or seen the movie, put them on your must-read and watch list! It documents a shameful period in history, but one that must be remembered. I found it incredibly inspiring to demonstrate the inherent evil, bias and prejudice we must always fight against.)


“The greatest talents often lie buried out of sight.” -Plautus


Learn from Katherine’s Extraordinary Career

So, on her 99th birthday, we can learn many lessons from her career success:

  • She learned continuously.
  • She cultivated her unique gifts.
  • She lived on the edge of her comfort zone.
  • She demonstrated courage in the face of racism and sexism.
  • She overcame others’ false, negative perceptions.
  • She trail-blazed thinking and challenged tradition.
  • She broke barriers mathematically, socially, and academically.

No wonder she received the Presidential Medal of Freedom in 2015. She not only contributed to the USA’s success in space, but her courage, tenacity, and determination changed people, perceptions, and processes all along the way.




“Katherine knew: once you took the first step, anything was possible.” –Margot Lee Shetterly


The Leadership Lesson Behind the Story

But there’s something else that strikes me as I reflect on her lifetime of achievement. It’s something that, as a leader, no one tells you about in school or in classes. It’s something that, as a business leader and CEO, I ponder quite a bit.

What a Coaching Conversation Should Look Like

This is a guest post by Gregg Thompson. Gregg is the author of THE MASTER COACH:  Leading with Character, Building Connections, and Engaging in Extraordinary Conversations and President of Bluepoint Leadership Development.

(Note: in this article, Talent refers to the person being coached.)

Be A Great Coach

At the risk of sounding too idealistic, there are few things in life that are more rewarding or more meaningful than being instrumental in helping others have better lives. I often refer to coaching as a calling or mission because I believe there is something inside each of us that comes alive when we have an opportunity to be of real service to others. One of the key foundation stones upon which successful coaching is built is conversation – the dialogue you have with the people you are coaching.

But this conversation involves much more than just talking with others about their goals and dreams. As a coach, your job is to create a space in which other people will regularly have conversations that not only uncover new ideas and generate innovative solutions, but that result in entirely new attitudes and behaviors, and that forge commitments to make significant, sustained personal changes.

However, while rich dialogue can uncover new ideas and generate innovative solutions, this kind of interaction alone is not coaching. Where dialogue pursues new ideas, coaching pursues entirely new attitudes and behaviors. Dialogue is the talk; coaching is the walk. How many conversations do you have during an average day? How many of them really matter? The great coach understands why some conversations matter and some conversations do not. Most on-the-job conversations involve the exchange of information, instructions, advice, and opinions and have relatively predictable outcomes. While these conversations are quite suitable for normal business transactions, they are quite ineffectual in the coaching process.


“A coach is someone who can give correction without causing resentment.” -John Wooden


Elements of a Great Coaching Conversation

Become a Master Coach

Unlock the Talent in Your Team

When I think about a great leader, I inevitably think about someone who is a great coach, understanding my weaknesses, but helping me play to my strengths. From John Wooden to my favorite manager, a coach is someone who unlocks talent.

Gregg Thompson wants to help leaders throughout organizations become great coaches. THE MASTER COACH:  Leading with Character, Building Connections, and Engaging in Extraordinary Conversations is his new book, written to help make coaching the part of your culture. He’s the President of Bluepoint Leadership Development and has coached senior leaders in many Fortune 100 companies. I recently talked with Gregg about becoming a master coach.


Share with us the Gregg Thompson definition of a master coach.

A Master Coach is someone who, through their conversations, helps others accelerate their learning and increase their performance. The Master Coach is not an advisor but, rather, a catalyst for sustained personal change in individuals. The Master Coach is a positive and creative force that challenges the person being coached to move from intention to action and holds the person accountable to do that. The Master Coach has highly-tuned interpersonal skills but is much more recognizable by who they are rather than what they do. They are men and women of exceptional integrity, sincere humility, noble intention, and a high degree of emotional intelligence. They take people into uncharted territories, challenge them to consider new perspectives, and help them plot significantly more fruitful paths forward.


“The Master Coach is a catalyst for sustained personal change in individuals.” -Gregg Thompson


Become a Great Coach

What do people get wrong when they think of a great coach?

People often think of the great coach as someone with the expertise and experience to provide great advice and sage wisdom. While occasionally coaches will have valuable perspectives and insights to share with those they coach, this is not their prime role. Their prime role is to help others find their best answers, solutions, and action plans. Some people also make the assumption that a coach is a counselor. Coaching and counseling, both powerful processes that can help to improve lives, are deeply different. Coaching is dedicating time and attention to help the person being coached to be the best version of themselves going forward while counseling usually involves resolving past difficulties and issues.


“The primary role of a coach is to help others find their best answers, solutions, and action plans.” -Gregg Thompson


What’s the difference between a coach and a mentor? 

A mentor can function in a coach-like manner, but their role is more of a career advisor than a coach. The mentor is usually someone with deep knowledge and expertise in a particular field and uses this to help more junior individuals accelerate their development and career growth.  Coaching, on the other hand, requires no expertise in the discipline of the person being coached. In short, anyone can coach anyone.


“Leadership happens one conversation at a time.” -Gregg Thompson


7 Characteristics of a Coaching Culture

How to Hire Top Talent in an Instant

How to Hire Right Now

Most of us know that success in business depends on people. From an entrepreneur-led startup to a large organization, we don’t go very far without relying on individuals and teams. Some go so far as to say that the only real competitive differentiation organizations have is people.

But hiring the right talent isn’t easy. We’re often worried we may pick the wrong person.


A hiring mistake can cost up to 5x the bad hire’s annual salary. -SHRM


As the CEO of a large company, I’m often pushing managers to fill open positions. To me, an opening that drags on too long causes all kinds of other problems. Customer needs not met, employees doing multiple jobs for too long, and milestones delayed.

Scott Wintrip takes on the topic of hiring talent in his new book, High Velocity Hiring: How to Hire Top Talent in an Instant. Through his global consultancy, Wintrip Consulting Group, Scott has worked with companies around the world to hire top talent in less than an hour. I recently talked with him about his research and his new book.


It’s Taking Too Long!

Why is it taking longer and longer to fill jobs?

Two factors have caused the time it takes to fill a job to reach all-time highs: the skills shortage and an inefficient hiring process.

There’s a persistent talent shortage that’s pervasive across all industries. For example, when you look at middle-skill roles (jobs that require education beyond high-school and below the level of a four-year degree), there’s a gap between the number of jobs and the number of people to fill them. According to the National Skills Coalition, middle-skill roles account for 53 percent of jobs in the United States. However, only 43 percent of U.S. worker have current skills at the middle-skill level.

Copyright Scott Wintrip. Used by Permission.

Qualified people also have more employment choices than ever, including the option of doing their own thing by joining the “gig economy” as freelancers. Because of this, an increasing number of people are leaving the traditional workforce. When you combine this with increased globalization, borders will matter less, creating a talent competition unlike anything we’ve seen before.

The old way of hiring—keeping a job open until the right person shows up—doesn’t work when there’s a people shortage. A reactive process keeps a job open for weeks or months. To have the people they need, organizations must permanently change their hiring strategy by engaging in the new way of hiring: actively cultivating top talent and then waiting for the right job to open.


“Dating and hiring have a lot in common.” -Scott Wintrip


Avoid these Hiring Errors