A week ago, the team covered some of the basics of recruitment in a hiring advice update posted to Ramsey Solutions, the financial guidance platform launched and led by the author and radio host.

This included getting references for a candidate, conducting aptitude and personality tests, and doing an initial screening call.

However, the business also suggests some more unusual tactics, with its “best advice” being taking a prospective candidate and their spouse out to dinner.

This should follow a final-stage interview, Ramsey Solutions adds.

“Take them to a casual restaurant to get to know them better and share your company story. If they’re married, include their spouse and yours,” the post reads. “It’s a game changer. As the spouse hears about your culture and the job role, they’re usually eager to share whether they think the position fits.”

There’s another bonus, the business adds: “You’ll discover if your candidate is married to crazy. If they are, stay away.”

Link between home life and work

While judging an individual’s professional capabilities based on their choice of partner is unorthodox, the link between one’s work and how life cannot go unnoticed.

Studies have shown that husbands were a key factor in the decision of two-thirds of women who left the workforce.

For men, a marriage is a career advantage.

A 2020 study found that the pay advantage to married men was between 2.6% to 3.5% more than their single counterparts. Married men were also more likely to be invited in for job interviews.

But Ramsey’s interest in what goes on behind closed doors in his employees’ lives doesn’t end there: he wants to see their personal expenses.

This isn’t down to hiring managers’ nosiness; instead, the advice highlights that it irons out any friction around pay.

“Can the candidate afford to live on the salary you provide? If not, sooner or later, they’ll blame you for ‘not paying enough’ even though they accepted your offer and should know what they can and can’t live on,” the post explains.

“When people are worried about their bills, they’re distracted and can’t give their best. So serve your top candidates—before they join you—by making sure they can care for their family and meet their obligations with what you pay.”

While both the spousal interview and budget chat are written as advice for other hiring managers, the process is in practice at Ramsey Solutions.

On the careers page of the company, candidates are told to expect both a spousal interview and a budget exercise.

Ramsey isn’t one to shy away from some tough love for listeners.

Earlier this year he told Fox Business there has “always” been a group of people who disagree with his money management strategies.

The host with more than 20 million listeners continued: “They say: ‘You can’t do it, the system has to change,’ and they’re a victim and they’re entitled.”

“If they’re preoccupied by the benefits, don’t hire them”

Despite an interest in how much employees need to earn, Ramsey and his team cautioned against hiring individuals who showed too much interest in their potential salary.

“If their first question is about what you’re going to do for them, they’ll leave you for 10 cents more an hour,” the post continues. “They’re takers, not givers. You want people excited to add to your organization. If they’re preoccupied by the benefits, don’t hire them.”

Coupled with this is identifying whether or not people want the role purely for the money, or because they feel strongly about the work they’d be doing.

“Lack of passion is the easiest way to spot someone just looking for a J-O-B. If all they want is a paycheck, you’ll never keep them happy,” the Ramsey post adds. “You want employees who are excited about what they’re doing.”