Home » APEX Leadership Coaching Blog » Hiring the Golden Unicorn Part 2: How Do You Get the Right Ones to Apply?

Hiring the Golden Unicorn Part 2: How Do You Get the Right Ones to Apply?

“Hire people who are better than you are, then leave them to get on with it . . . ; Look for people who will aim for the remarkable, who will not settle for the routine.”

~ David Ogilvy, widely hailed as the Father of Advertising.


Last week we discussed how to find your key talent by first having a great understanding of your vision, mission, values, company structure, and your strengths and weaknesses. This week we’ll discuss the questions you need to think about when creating or filling the position.

I know you may be anxious to just hire someone. However, by remembering you want the golden unicorn and not the next donkey that walks into your place, you can quash your Inner Critics who are screaming at you to just get going. Instead, listen to your Inner Genius who knows you need to attract and woo the golden unicorns instead of the donkeys. And this takes strategy.

So, first, let’s talk about the questions you need to think about when creating or filling the position.

  • What is the job title of the next key person you will hire?
  • What will be the main tasks of this job?

~ Think about your strengths & weaknesses – what weaknesses and/or areas you have outgrown as the leader/owner that you can give to this key talent?

  • What competencies must this person have to perform well?

~ What must this person be able to do that you won’t be training them to do, such as creating spreadsheets or using certain tools?

  • What key qualifications will this person need to have? (Which qualifications are required, which desired?)

~ These might include a college degree, technical accreditation, successful sales experience, and driver’s license.

  • How does their brain need to think for this position?

~ I have my clients look at tools such as DiSC to determine which brain style fits the open position. For example, if you were hiring someone working on your finances, you probably want someone who is more analytical and detail oriented. You wouldn’t want to hire someone who is primarily a big picture thinker. They would not do as well in the job as someone whose brain thinks the way a financial person’s brain thinks and then you would have to find someone else to fill the position. Be clear up front what brain style is most successful in that position.

~ Note, this is not the only tool you can or should use to hire someone. It is, however, a great tool to affirm or not your other interview tools (competency assessments, resume review, referral checks, interview, etc.).

  • Why would a talented person, a golden unicorn, choose to work for you?

~ What do you have to offer someone who is key to your organization? Culture, flexible hours, benefits, autonomy, innovation, etc. Why you and not the same type of company down the road?

Then once you have these questions in place you have a good idea of what you’re looking for and what you want them to do for you. Recognize that the “best” person to hire is the one who is or has the:

  • Most relevant qualifications/
  • Best relevant experience.
  • Best able to demonstrate the key skills, competencies and behaviors required for the position.
  • Most likely to succeed in the specific job or in other positions that might develop.
  • Most consistent with your company’s values, goals and vision.

Now you want to attract the people who fit your golden unicorn profile with the right job description advertisement. You have all the information above that will weed out those who aren’t right for the job and highlight those who are right for the job. Use the language you wrote above and write in the brain style that most attracts that type of person.

For example, if you are hiring a highly technical person, they typically need and want a lot of information. So, make the job description specific, technical, and detailed. For a sales person who needs to be charming, influential, and persevere, make the job description higher level, bullet points, fun, interesting, and short.

Place ads in the places those types of people look – industry websites, LinkedIn, Facebook, etc.

Your goal in this section is to really clarify exactly what it is this particular job will do, what brain style most fits the requirements of the job, and how it will help you and the company. Understand what success looks like in this position and what language you need to attract people who have the competencies and qualifications you want.

To listen to me talk about this in the Insider’s Guide to 5-Star Customer Service Telesummit – click here.

This is the second in a four-part series on Hiring the Golden Unicorn. Last week we talked about Finding Key Talent for Your Team and next week we’ll be talking about the best way to interview – with behavioral interviewing questions.

What are your best practices in creating job descriptions in your team or company? Share with us!

For information on leadership, Hiring the Golden Unicorns, Emotional Intelligence & Negotiations, Strengthening your Inner Genius, or any of our programs, call us at 682.200.1412 or go to http://www.apexmastery.com/