That would just be too easy an answer, right? In fact, it's the rigorous recruiting process from application to graduation that allows only the best to become Navy SEALS.
What special processes do they use to "hire" the best of the best, how can they do it so consistently, and what can you learn from it?
The training is designed to screen out the weak. It might sound a bit Darwinian, but especially in this game, only the strong survive.
If we applied a similar system as many companies use in hiring to the training process of the Navy SEALS, the outcome might be something like this:
The recruiting process was compromised.
Fortunately, it doesn't happen too often, but I have worked with companies that protest when I kick out their weak candidates. And they strongly protest when I inform them that their "special favorites" will eventually cost them dearly.
These types of companies have lost perspective on what the hiring game is really about - winning in business by gaining a decided advantage from top talent. Unfortunately, they succumb to their own ego, feelings, and lost objectivity...these cloud judgment.
Hiring managers think they're being "nice guys," winning over the best talent they can find. In the end, they are setting themselves up as easy prey for their competitors to overtake.
How would you compare your own hiring practices to those of the Navy SEALS: