Estelle Morris Quotes

No matter how you hire, ensuring the systems are in place to manage the process will be critical in allowing you to find the right people to carry the standards you set. Don't neglect that duty!

It's a good thing to remember that hiring will get easier as you scale - but you should also never drop your standards.

Sure, it's fun to chat with people with interesting backgrounds who seem to have a passion for your company. But a job interview is not a friendly chat. You need to determine whether candidates, can they really do the job. So ask them to prove it.

I'm really good at hiring good people.

We don't get offered roles because of who we are but because of what we delivered in the past.

Recruiting is not an exact science.

... how much time you should be spending on hiring? The answer is 0 or 25 percent.

A company should limit its growth based on its ability to attract enough of the right people.

I fire very little because I try to be very careful when I select people. If you know how to select, you don't fire often.

The more complicated and powerful the job, the more rudimentary the preparation for it.

The service leaders hire one out of 50 applicants, sometimes one out of 100, but they're very, very careful. You can't afford not to be extremely choosy when you hire.

Well, normally we don't think all that hard about titles.

It's not a very high failure rate if you choose people that you really like the sound of.

I probably was as bad as a security guard as I was as a tie salesman.

Selecting the right person for the right job is the largest part of coaching.

We just want to have great people working for us.

Get to know the job intimately that you're applying for. Don't just read the job description - study it and picture yourself performing every task required of you. When you interview, framing your responses so that you reveal your significant knowledge about the job gives you a massive advantage.

We are being super selective on who we bring in and really just trying to hire the very best.

For me, I spent months on job boards in 2010 and was frustrated by the experience. It's antiquated and clunky, and there was nothing about a particular job posting that helped me favor one company over another. You literally get a list of 5,000 jobs that look the same.

We're really critical with the process of who we hire. But when you put great people in position, that's how you avoid any missteps.

If you're interested in the job and in the kind of work that's done, you have to have an interest in who's going to fill your shoes.

Just put the best person into the job.

If somebody were more passionate about Redfin, how would she not be more qualified to have my job than I am? Like, that's the thing I have to be the best at.

I do have the personnel that we use in the back of my head when I'm working, but I also don't want to limit myself.

Holiday hiring is only useful if you get the right people, and the consensus among HR professionals is that the most consistent and efficient means of finding good people is to use word of mouth. Namely, this is because focusing on referrals means that only people who are already within your network will apply.