The Best Hiring Process You’ve Never Heard Of

🚀 Most law firms are hiring the wrong way—and it's costing them time, money, and sanity. In this episode, Brett Trembly reveals a hiring process that flips the script: repel 90% of applicants to find the perfect fit faster. No fluff, no resume worship—just real strategies that work. If you’re tired of staff who talk a good game but can’t deliver, this one's for you.

📌 Key Takeaways:

• Why your job ad should scare most applicants away.
• The resume myth that’s ruining your hiring process.
• The one test that instantly reveals top-tier candidates.

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Chapters

• 0:00 Effective Hiring Process Fundamentals
• 0:38 Crafting the Perfect Job Ad
• 1:03 Beyond Resumes: Testing Real Skills
• 3:01 Long-Term Success Story
• 3:21 Episode Wrap and Call to Action

Transcript

Speaker 1: 0:00

What tips can you share as far as hiring the right folks? I'm just going to tell you my hiring process at the law firm, which is actually, early on, very similar to what we developed at Get Staffed Up. So you put out an ad. The ad should be very odd and long and difficult and it should make you stand out. It should basically it should make 90% of the people who read it say like I would never work for this law firm. Screw them. This. This sounds terrible because you're, you want to repel the people that aren't going to be good for you and you want to attract the 10% of people who are like oh, this is an opportunity to stand out. I was basically doing this long thing and at the end I had like you. What you need to do is email me at this email address. You need to put in the subject line I am your next, and then whatever position you're hiring for, and then after that, in parentheses, spell your name backwards and parentheses, and then in the body include like name whatever. It is okay. Again, I haven't mentioned resume. Resumes are so incredibly overrated and a waste of time. I can't like. That's like the default hiring and it just like, let's say you put out an ad and you get 30 emails, maybe like five are going to do it right. So you just saved yourself hours from looking through 25 resumes of people. That who cares what they put in writing on a resume? They already can't follow instructions. The people who read the whole thing and who took the time to care about doing it the right way, those are the people you want to push down the process right. So out of those five that respond the right way, you send a follow up and you say here's a seven question, nine question quiz Number seven for me was always like send a video or an audio recording so I could kind of sense like energy. Then at that point you probably have two or three candidates you really like. Then you are scheduling interviews and then you make sure they show up in time, make sure they're professional. If you were a lead singer for a band and you were hiring a guitarist and Danny we've talked about this before, but I'll say it again Would you interview people by asking them who their favorite guitarist and Danny you've talked about this before, but I'll say it again Would you interview people by asking them who their favorite guitarist is? No, you're handing them the guitar and saying, play, play for me, right You're? You're testing them, you want to see how they play.

Speaker 1: 2:15

My first paralegal hire, we had three candidates. Two of them were being pushed by a recruiter and one was an organic find. So I brought them all back in for a second interview because I was like, well, I don't know what to do here. They all three sound good. I had my laptop and I had a pleading right. So Miami-Dade County stopped pleading, but with a lot of like, just things that were wrong and I didn't tell them what they were coming in for.

Speaker 1: 2:39

So I love surprising people with the quiz because you get to see how they react under pressure, which I have a lot of stories about. The two paralegals being pushed on me by the recruiter. I turn the computer around and they blank You're a paralegal with experience and you want me to hire you and you don't know what you're looking at. The third person before I could finish turning on the computer, she knew what she was doing. Not only was she my hire, obviously she was a fantastic hire. She's with us nine years later and she's my office manager. Just giving you an example of how important it is to hire someone not based on how they talk to you in an interview, but how they can actually do the job for which you are hiring them.

Speaker 2: 3:21

Thanks, for listening to today's preview from this week's episode. If you had any thoughts on it, please leave us a review. We would greatly appreciate it. Don't forget if you love your lawyer friends, let them know about the Law Firm Marketing Minute. We'll see you tomorrow.