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๐—ฅ๐—ฒ๐—ฐ๐—ฟ๐˜‚๐—ถ๐˜๐—ถ๐—ป๐—ด - ๐—ฆ๐—ฒ๐—น๐—ฒ๐—ฐ๐˜๐—ถ๐—ป๐—ด ๐—•๐—ฒ๐˜€๐˜ ๐—™๐—ถ๐˜

Updated: Dec 17, 2021



Even after a careful screening and interviewing process, you may still have a hard time selecting the right candidate. Here are some ways to make the final decision.



๐—›๐—ถ๐—ฟ๐—ฒ ๐—ณ๐—ผ๐—ฟ ๐—ง๐—ผ๐—บ๐—ผ๐—ฟ๐—ฟ๐—ผ๐˜„


Donโ€™t hire someone merely โ€œgoodโ€. Invest in someone with intelligence, motivation, and adaptability since thereโ€™s a 95% chance their job will drastically change in three months.


๐™ƒ๐™ž๐™ง๐™š ๐™ฅ๐™š๐™ค๐™ฅ๐™ก๐™š ๐™ฌ๐™๐™ค ๐™–๐™ง๐™š ๐™—๐™š๐™ฉ๐™ฉ๐™š๐™ง ๐™ฉ๐™๐™–๐™ฃ ๐™ฉ๐™๐™š ๐™ฉ๐™š๐™–๐™ข ๐™ฉ๐™ค๐™™๐™–๐™ฎ.

Find people full of potential who will motivate everyone to stay sharp and find meaning at work.


If you get stuck between two candidates, step back and consider not only their role today, but what their contribution could be tomorrow.



๐—ฅ๐—ฒ๐—ณ๐—ฒ๐—ฟ๐—ฒ๐—ป๐—ฐ๐—ฒ๐˜€


Seeking references is helpful. Find three people, ideally in different roles and from different companies to get a cross-section.


You are looking to confirm the candidate is a good choice to work in your company and to help in their management and development.


Ask open-ended questions about what they did well, what improved over time, and areas of improvement.


Seek specific examples of accomplishments, turnarounds, improvement, and areas for growth.


Reference checks take time, but not only can they confirm you selected the best candidate, they also can give you some insights on how best to onboard and manage the new hire.



๐—ฆ๐—ผ๐—บ๐—ฒ ๐—ผ๐˜๐—ต๐—ฒ๐—ฟ ๐˜„๐—ฎ๐˜†๐˜€ ๐˜๐—ผ ๐—ฒ๐˜ƒ๐—ฎ๐—น๐˜‚๐—ฎ๐˜๐—ฒ ๐—ณ๐—ฟ๐—ผ๐—ป๐˜๐—ฟ๐˜‚๐—ป๐—ป๐—ฒ๐—ฟ๐˜€


๐˜๐˜ช๐˜ฏ๐˜ข๐˜ญ ๐˜—๐˜ณ๐˜ฐ๐˜ซ๐˜ฆ๐˜ค๐˜ต: Give finalists them a final assignment relevant to their position. You should pay for their time.


๐˜‹๐˜ช๐˜ง๐˜ง๐˜ฆ๐˜ณ๐˜ฆ๐˜ฏ๐˜ต ๐˜š๐˜ฆ๐˜ต๐˜ต๐˜ช๐˜ฏ๐˜จ: Consider meeting in a different environment - over coffee or dinner, a walk, team Zoom, or even a bold move like a client meeting. Observe candidates in this realistic situation.


๐˜š๐˜ถ๐˜ฃ๐˜ด๐˜ต๐˜ข๐˜ฏ๐˜ค๐˜ฆ ๐˜ฐ๐˜ท๐˜ฆ๐˜ณ ๐˜š๐˜ต๐˜บ๐˜ญ๐˜ฆ: Hiring teams can easily become enamored with smooth talking, attractive candidates. Bring an outsider to review qualifications.


๐˜๐˜ฐ๐˜ญ๐˜ญ๐˜ฐ๐˜ธ-๐˜ต๐˜ฉ๐˜ณ๐˜ฐ๐˜ถ๐˜จ๐˜ฉ. You want someone whose effort is constant while their enthusiasm grows as they imagine working here.


๐˜™๐˜ข๐˜ฅ๐˜ช๐˜ค๐˜ข๐˜ญ ๐˜๐˜ฅ๐˜ฆ๐˜ข. As a bootstrapping entrepreneur, this may seem crazy, but consider hiring two people if both can contribute to growth. Awesome candidates are hard to find. One can temporarily handle another role.



๐—”๐˜ƒ๐—ผ๐—ถ๐—ฑ ๐—ฅ๐—ฒ๐—ฎ๐—ฐ๐˜๐—ถ๐—ป๐—ด


Decide who you want to hire first and then review their expectations.


If the salary is higher than you planned, maybe you can pay them lower to start and agree to a raise after 6 months or the next round.


Startups have an urge to solve problems quickly. Working relationships are a long-term investment and can cause success.


After investing time and effort in the recruiting process, end the search strongly based on your criteria and objective feedback.

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