I had been regularly working out for almost 22 years until a couple years ago I was humbled by how few pull-ups I could do.
I worked out often but never did pull-ups. I quickly realized I was a beginner in the world of pull-ups and ignorantly thought my thousands of hours inside of gyms and sports meant I was an expert at pull-ups. False.
You see — there is no “real” pull-up standard but below is a chart for males, I found on the . There are standards for females as well. It took me a couple years but this morning I did 22 pull-ups. Master level. #humblebrag
Newbie = 1st unassisted pull-up
Beginner = 2–5 repetitions
Intermediate = 6–10 repetitions
Advanced = 11–15 repetitions
Expert = 16–20 repetitions
Master = 21–25 repetitions
Wicked Sick = 26–30 repetitions
Superhuman = 30+ repetitions
Olympian = 40+ repetitions
Pull-up Immortal = 50+ repetitions
What does doing pull-ups have to do with recruiting talent? It comes down to numbers, standards, and goals.
Many business leaders I work with have been hiring people for years but have no real measurements, standards or goals when it comes to their hiring performance.
Like many other areas in business. Recruiting and hiring is a numbers game.
Think about using an Interview Scorecard. A simple one-pager that tells you how the candidate did on 4–5 areas you are looking to hire for. Start by rating each candidate you interview (1–3 scale) on 4–5 areas. Below are 5 you can use.
Assess each area above with gaps, and overall strengths and concerns you have with the candidate. The point is to make sure each candidate has a scorecard.
See how good your candidates are with the interview scorecard. Just like pull-ups, it might take months to years to get real good at hiring but at least you have standards now.
Just like I was humbled by the pull-up scale, you may get humbled by how you think you are doing with hiring after implementing an interview scorecard.
Get after it.