Brick by brick, “Success by Selection” builds career foundations that last.
When we talk about building a great career, we often focus on development, training, or mentorship. And while those are essential bricks in the wall, there’s one that has to come first—and it’s one too many organizations overlook: selection.
At Datamax, that first brick is called Success by Selection (SBS)—a methodical, people-first approach to hiring strategically implemented by Joe Goodreau, Owner of Goodreau Performance Group. More than a hiring process, SBS is where every long-term, successful career at Datamax truly begins.
The First Brick: Intentional Selection.
You can’t build a stable structure on a shaky foundation. Joe’s SBS process ensures that when someone joins Datamax, they’re not just filling a role—they’re stepping onto a career path designed to grow with them.
SBS is about finding people who align with our core values and culture, not just checking off boxes on a résumé. It’s about mutual discovery: ensuring the company is the right fit for the candidate, just as much as the candidate is the right fit for the company. Think right person, right job, right relationship. This intentionality pays off. Because when the right people are in the right roles, everything that follows—training, performance, advancement—sticks better. Stronger. Longer.
The Interest Analysis (IA).
Envision SBS as a funnel. It begins with a screening interview (personal history, character references, interest analysis (IA)), then interview preparation (behavioral evaluation, reference check, character references), and continues into a deeper, longer selection interview. But let’s go back to the IA – a written behavioral evaluation, NOT a test.
“The IA plays a big role. It helps you determine specific areas that are going to be in alignment with the job you are recruiting for. Some of those are sociability, aggressiveness, motivations, etc. It also helps you discover areas of strength and areas of concern. You want to determine if this person is a behavioral match with that role – this is a tool to help you do that.”
The 4 Principles.
Going through a class on SBS? Ready to apply it at your business? Goodreau can’t stress these 4 principles enough.
- The more people share, the more they trust.
- As the interviewer, you want to stay in control of the conversation and ask the questions.
- The past is predictive of the future. You must examine candidates’ past performance and experience to determine the odds/likelihood that they will perform for you.
- Do not accept clichés. “I work hard and I’m a team player.” What does that mean? Ask for specifics.
Alignment Today, Stability Tomorrow.
Think of SBS as the cornerstone of our “Brick by Brick” philosophy. You can’t plan for upward mobility, professional growth, or workplace happiness without knowing you’re standing on solid ground. That’s what SBS provides—clarity, consistency, and confidence from day one.
When we find individuals who naturally reflect Datamax’s customer-centric mindset, strong cultural fabric, and personal integrity, we’re not just hiring—we’re inviting them to grow with us. That stability is rare in today’s workforce, and it’s something we’re proud to offer.
Growth That Lasts.
By being purposeful up front, we set our employees up for more than just a job—we build the conditions for lasting careers. Employees who come in through the SBS methodology often go on to enjoy:
- Defined development tracks
- Supportive leadership relationships
- Clarity around expectations and advancement
- A genuine sense of purpose and belonging
- That’s no accident. That’s by design.
The Human Difference.
It’s been said that people are not just part of the business—they are the business. SBS is a reflection of that truth. It's not about speed hiring or filling seats. It's about slowing down to get it right. It’s about investing the same care in our people that we put into our customers.
Because when your foundation is built thoughtfully—brick by brick—you don’t just grow faster. You grow stronger.
