These are the 3 simple interview questions that helped me build a high-performing team

"RETN started with a bold ambition to build a nine-figure business. After doubling our revenue to nearly $80 million in the last five years, that goal is now within close reach. But it's taken more than a daring founding team to get us to this point. This is all due to our engineers, sales, and support staff, who share a desire to grow and achieve exceptional results."

"As a team, we believe a business is only as strong as its weakest link. Poor components can cause bottlenecks and compromise performance. To maintain our strong network, we're meticulous about hiring, no matter the role. And these three questions help us identify exceptional talent to maintain our growth."

"Why did you leave your first real job? People leave jobs for many reasons. Some become frustrated with a lack of learning, and others prefer fast growth over steady progress. Some want more compensation. Others find it difficult to retain interest in a project. None of those reasons is inherently bad. What matters, and what you need to find out, is whether a candidate's needs and approach align with your company and the role."

"After all, turnover is expensive. The average cost of replacing an employee has jumped to over $45,000 in the past year, up from $37,000, according to the most recent express employment professionals-Harris Poll survey. And that doesn't account for the lost momentum and slowed progress during search, training, and onboarding. To avoid unnecessary costs to your finances and productivity, you need to glean what energizes and frustrates a person, as well as the kind of environment they need to thrive, before you hire them."

RETN set an ambition to build a nine-figure business and doubled revenue to nearly $80 million in five years. Progress is attributed to engineers, sales, and support staff who share a drive for exceptional results. The company treats a business as only as strong as its weakest link, since poor components create bottlenecks and reduce performance. To maintain a strong network, hiring is approached with care across all roles. Candidates are evaluated using questions that uncover why they left a first real job, what energizes and frustrates them, and what environment they need to thrive. The fit between candidate preferences and role structure is emphasized, since the best resume may not match the job.

Read at Fast Company