MENGENAI EPISOD INI
For years Mike Morse hired on gut alone, but he was burned more than once.
So he built a system.
Now interviews carry 40% of the decision, testing and resumes split the rest. He reads people the way he used to read tables as a waiter, watching for small tells: a jumpy resume, a typo on a cover letter, a candidate who's five minutes late.
After implementing this system, Mike Morse has built one of the largest personal injury firms in the country.
On this episode of The Fireproof Podcast, Mike and Kate covered:
→ Hiring for traits and training for skills, even for candidates with zero legal background
→ How much weight to actually give resumes, tests, and interviews
→ The offbeat questions Mike uses to see how someone really thinks
→ Why he ends interviews early for tardiness, gum chewing, or a sloppy resume
→ The difference between onboarding and training, and why the firm treats them as two completely separate systems
The big takeaway: the best hiring decisions are built on a process you trust to follow, even when you really want to like the person across the table.
Chapters
00:00 Intro
01:00 Hiring for traits, training for skills
04:34 How much weight tests, resumes, and interviews should carry
08:27 Reading nervous candidates and what their tells actually mean
10:50 The salad question and other ways to make candidates squirm
17:00 Why five minutes late means no interview
20:19 Balancing speed with a thorough hiring process
22:08 The onboarding philosophy behind a great first day
25:35 Onboarding versus training, and why they're not the same thing
27:09 Building the Mike Morse Law Firm training academy
Connect with Mike
https://www.linkedin.com/in/michaeljmorse
https://www.instagram.com/855mikewins/?hl=en
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