How to Identify Superstar Potential in Job Candidates

1. Your business wants to hire the next sales superstar.


2. You post a job, and get hundreds of resumes.


3. You're going through a bunch of them, picking-and-choosing who you want to interview.

You know that for every hire, $$$ is expended on everything from interviewing, to training, to fixed expenses on lost time.

You want a superstar.

There's John:

1. "I majored in philosophy."


2. "I want to get into sales."


3. "My GPA was 3.9."

You know if you train the right hire, s/he'll be successful.

The key questions then become:

• Can you train John?


• Can he learn things quickly?


• Can he commit to the job and push through obstacles?

A consistently high GPA tells you:

• This person takes initiative.


• This person learns things quickly.


• This person can excel if given the right tools.


• This person has high praises from superiors.


• This person accomplishes things on time.

Think back to school...

Say if you had a group final exam, and you could choose anybody to work with you on that Final, who would you choose?

• You probably wouldn't choose a lazy friend.


• You would choose the two smartest students in the class, who consistently earned the top grades.


• Why? They'd give you the highest chances to pass with flying colors.

Surrounding your company with the most successful people = GOOD.

They'll help your company thrive.

Add Two Interview Questions

Here's what you do in every interview:

• "What was your GPA in high school?"


• "What was your GPA in college?"

Sure, GPA won't tell you everything about the person -- but it gives you insight into how candidates learn new things, in new environments.

It also gives you a higher probability of choosing the person with the most potential to excel -- which expoentially keeps your expenses low over the long-run.

The person had to deal with:

• different people


• different circumstances


• different problems

If the person consistently had a high GPA practically throughout every course among the hundreds of courses s/he took, that tells you:

• This person will thrive if given the right tools.

Big Points for College Graduates.

A person graduating from college indicates that s/he:

• can finish X.


• persist through X.


• take initiative to solve X

More importantly, it tells you this person won't quit when confronted with freakish obstacles. They'll find a way to succeed.

Seek Candidates with the Highest Chances for Success for Your Company

Businesses -- when they can't find anybody solid, select the best out of a mediocre pack; that ends up chipping away their potential for long-term growth, and increases freakish costs that it takes to rehire and re-train.

• College grades won't tell you everything.


• But, college grades typically give insight to work ethics in candidates.

Yeah, you'll find those few superstars who:

• never graduated college


• never had high GPAs

...but would thrive like mofosoko superstars in any environment.

Those people are likely few and far between, and normally: (1) have jobs, and (2) must be recruited (which you'll probably do when your business can fund recruiting).

Business success is like investing money in stocks; you don't know which one stock will win today/tomorrow/next-year, but if you maximize your chances for success by investing in companies with key characteristics, you know you'll win in the long-term.

That's the same way with finding your next superstars.

Seek high GPAs.

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