When your wild idea becomes a reality, it is one of life’s most exciting moments. Second, hiring is the most important job a CEO can do only to motivate the employees you hire. It is no surprise that many founders/CEOs are driven to excel in the area of hiring. Even the most skilled leaders make mistakes when hiring. It’s more important than ever to understand these mistakes and avoid them. We are now in the “big quiet” era, where thousands of Americans leave their jobs and many others leave the workforce.
1. Don’t Hire People Like You
Sometimes the hiring process is like a middle school cafeteria. Everyone only talks to people who are like them. Part of it is subconscious. People are drawn to people they can relate to. It is also strategic. Many leaders believe that only referrals should be used to hire staff. This method of hiring is problematic because it quickly builds a company that thinks exactly like you. This can lead to a lack of diversity, whether it’s thought, race, gender, and so forth. Diversity isn’t just crucial for checking the box on corporate social responsibility. Companies are negatively affected when there is insufficient diversity. Customers have different interests. A monoculture will not allow you to create a product that resonates well with diverse customers successfully. Once you’ve identified the gaps in skillsets, perspectives, and experience, think about which job boards or networks are best equipped to hire those types of candidates.
2. You should search for the story line and not just keywords
Hiring can take a lot of time. It may appeal to startup founders to look for an AI-based service that will sort resumes using keywords. An algorithm that sorts resumes based on keywords will almost certainly not capture the nuances. Let’s say you are searching for a digital market manager. You decide that “SEM” “SEO” should be your keywords. What if you receive a resume filled with the experiences of a top candidate in digital marketing? These are two terms that can easily be confused but mean the same thing. Interviewing candidates is the same. Sometimes leaders ask candidates to “walk through your resume,” which is a waste both of your time as well as theirs. Instead, ask questions that get at the core of their experience. For example, “What are your greatest accomplishment and the worst mistake at your last three jobs?” “When I call up your ex-boss, how will she rate your performance on a 1-10 scale? Why?”
3.Selling the Candidate to You
Too many founders spend hours interviewing candidates only to realize that the candidates aren’t interested in the job. Hiring is a two-way street. The ideal person is looking for a great job and a fulfilling and rewarding career. This is especially true when you are speaking to younger candidates. Many Millennials believe happiness is the key to success and that meaning is the way to make money. You should make sure you get to know the candidate and share your passion for your company culture. After you’ve sent out an offer letter to the candidate, make sure you spend time with them, ask any questions, and share your enthusiasm for the company culture and vision.
The process of starting a business is similar to embarking on a canoe ride. The boat, also known as the product, must first be built. Next, you need to point the ship in the correct direction using your compass or vision. Finally, get the right people on the right seats, rowing in the same direction. Even if you have the most advanced, powerful idea and the best boat, you won’t reach your destination without the right people. It’s worth taking the time to reach out to your network and ask questions. This will help you get potential candidates interested in joining your company. These tips will hopefully help you to find the best people to help you achieve your goals faster.
