The 10-Phase Hiring System That Eliminates Guesswork

The 10-Phase Hiring System (Summary & Action Guide)

Why Most Hiring Fails

• 46% of new hires fail within 18 months (Leadership IQ).
• 89% of those failures are about attitude, not skills.
• The 10-phase system is built to test character, consistency, culture fit, and coachability across multiple touchpoints.

Phase 1: Evaluate the Need

Question: Do you actually need to hire?

• Example: A client wanted a second warehouse associate.
• Analysis showed the current associate was at 40% capacity.
• Solution: Replace the underperformer, don’t add another.

Action:

• Audit current capacity, performance, and processes.
• Decide if the real need is:
• Better performance from current staff
• Process improvement/automation
• Or a truly new role.

Phase 2: Define the Person and Write the Job Description

Most job descriptions are wish lists of tasks and credentials.

Instead, focus on:

• Outcomes: What must be achieved in 90 days, 6 months, 12 months?
• Character traits: e.g., ownership, resilience, attention to detail, humility.
• First 90 days: What success looks like, in concrete terms.

Action:

• Write a one-page profile of the person first (traits, behaviors, values).
• Then write a job description built around outcomes, not just duties.

Phase 3: Source Broadly

Bad hires often come from desperation.

Principles:

• Post widely across multiple platforms and networks.
• Don’t stop sourcing just because you have “a few good ones.”
• Avoid hiring the best of a weak pool just to fill the seat.