During this episode of the Lab Coat Agents Podcast, host Jeff Pfitzer speaks with John Pyke, a talent genius who has assessed, coached, and hired over one million clients. They discuss how to make the best hires in real estate using John’s strong model for success. If you have goals for growing your business by adding talent in 2020, you this week’s show is a must-listen. Episode Highlights:  John Pyke, at a young age, started working for the largest sales training company in the world. In that role, he saw that there was no causal link between the sales training and an increase in sales. He wanted to find out what the 20% of top performers had that the 80% of lower performers didn't have. Self-awareness is the foundation of all personal growth. A seven-year research study evaluating over 200,000 people in 23 different countries found that there are only two common characteristics of the most successful people. Only 9% of this group of 200,000 achieved all of their performance objectives in a given year. You need self-awareness and authenticity to succeed. The more authentic that we are, according to how we're gifted, the higher the level of performance because we don't have to try to be someone that we're not. In order to achieve your goals and to scale quickly, you have to build a team. There's an art and a science to even simple things like writing an ad to attract the right people for your team. When writing an ad, using the right keywords is critical. If you use the wrong keyword, you're out of luck. No one will find your ad. The second thing that is really important is the amount of money you're offering. The niche you want to go after are people that are interested in making at least $80,000. The thing the highest performers shared in common was a high economic motivation. When you're placing an ad, less is more. Make your ad stand out by making it really short, very succinct and impactful. The most important thing is for each person to know what their unique selling propositions are and also to be able to articulate them. If you're placing an ad, video is critical. It's a differentiator. ZipRecruiter and WizeHire will allow you to embed video in your ads. These tools push your jobs out to many different job boards to give you maximum reach. Hire fast and fire fast. If you drag your feet and call it being selective, your candidate will get another offer. Taking a long time is off-putting to the candidate. Streamline your recruitment process so it is very quick. When you fire fast, you're actually doing that person a favor. Another option is to move them to another place in the company where they can thrive. Personality instruments have limitations. Over 100 years of collecting data, they've found that if you use just a personality instrument alone for hiring, you have only a slightly better chance of making a good hire than just looking at a person's resume alone. People are much more complex than just their personality. Personality assessments are the least important of the dimensions John uses in recruiting. John uses a three-dimensional profile. Why do you do what you do? What motivates or drives you? They have a tool that measure's someone's economic drive. The second most important driver is achievement drive. The third tool measures innate talent. It's about getting the right people in the right seat. John feels that references are very difficult. If you go down that road, try to get in touch with other people that worked with or surrounded that individual. You should not discount anyone. You can't rely on a resume. Advanced analytics and science are the only way to move the needle from just guessing in hiring. As entrepreneurs, we need to protect our confidence above all. 60% of candidates that go on an interview have a negative experience in the interview. John recommends asking candidates to come prepared with questions. Begin with their questions. When it comes to interviewing and hiring, every other company