You can’t accomplish Epic with a Basic Team.
That Means you either need to hire and pay Rock-Stars or you need to find the people with the right skills and hunger and develop the crap out of them
Have you ever needed advice on hiring people for your company? We need great people and most people are really bad at hiring. The research all points t
o that we make a snap judgement early in the interview and then spend the rest of the time validating our initial impression. For example, if you have a connection (i.e. you went to the same college) then you are more likely to hire them, regardless of fit.
A miss-hire will cost your company up to $240,000
- 62% of small business owners have reported making a bad hire.
- 72% of CEOs are concerned about the availability of key skills.
With the growth in available jobs and the change of the millennial workforce, the importance of getting hiring right, continues to increase in importance.
There are a couple things you can do to help a little with bias. The bigger help is getting more clear about what and who we actually need.
As you can see, the cost of a miss-hire can be high with the ramifications on morale and culture being even more impactful.
So what do we do? Here is my best advice on how to make sure you are getting the right person at the right time for the right role.
Be clear on what job you are hiring for
Where are you as a company? What do you need to move yourself forward? Do you need a marketer who can wear many hats or are you looking for a Demand Gen specialist? Do you need a doer or do you need a strategic leader? Many times, we mess hiring up before we start because we don’t get clear enough on what we actually need.
The people you hire will do their jobs, make sure you are filling the right job.
The more clear you are on what you want, the better chance you have the right person for what you need now.
Hire people who are better than you at something
Your company needs to get better and better. If the person sitting across from you is not better at you than something tangible then pass.
Make interviews behavioral
Your Interviews need to evolve to having the person do what you will be asking them to do.
If they are an Engineer, they need to code. If they are a sales person, have them sell you something. If they are a marketer, have them put a campaign together. YOu need to get away from bias and look at the fit.
Have teams interview and vote
Here is a way I have found to remove some bias and “group-think” of interviewers.
Quick vote – have everyone meet quickly and put a vote at the same time and then tell their positions. I use 5 for yes, 3 for maybe and 1 for no. Otherwise, if the CEO likes them, we never get the potential red-flags uncovered. You need to rely on the input of the others.
Make sure you are excited about the person.
Every hire matters as far as growing the company and building the culture. If you are not excited about the person you are hiring, don’t do it.
Here are two ways to tell.
- You would be completely bummed if they took another job. This is a really good gut-check.
- If you see that person out in public, you would go out of your way to find them.
Lastly, I highly recommend instituting a generous employee referral program as having relationship between employees has a benefit when it comes to retention, payment and engagement.
I created Samplicate, to work with companies to build a hiring process that focuses on the right person, right time and right role Let me know your thoughts on what is working for you as you build your “Dream Team.”