What are your stories of failed recruiting experiences? What is your tricks to hire best talents?
Takatsugu Kobayashi
4 replies
I have a list of typical questions to see if a candidate know what he/she is talking about and this candidate is not cheating. But while I am at a startup, people come and go quick so probably should live with high attrition too.
Replies
Emily Harris@emily_harris
I have my own business so I know how hard it can be to find top talents. Over time, I've learned some tricks to hire the best talents. I utilize a variety of tools and platforms to reach potential candidates, from job boards to social media networks. Additionally, I often cooperate with recruiting companies that have expertise in sourcing and vetting candidates, for instance, contact clearcompany customer service. These partnerships have been priceless in finding qualified individuals who are the right fit for my team.
Share
The saying is hire slow and fire fast.
But I find it easier to hire fast but fire faster. I only hire specialists and I give them 2 weeks to prove their skills. If they are wasting my time I can tell and I just find someone else.
Also pay your people well. Make the good workers stay.
On this I would suggest Good Profit - Charles Koch, it talks really well about the hiring process.
Hiring is a 50/50 chance of getting it good, but in overall a great company is not made by super talented people but by fully commited and devoted people. As in Inspired book by Marty Cagan, you want Missionaries at your company not Mercenaries.
The thing is tackle if the main purpose is just getting paid or they have actually some interest in the industry, because if the sleep, eat and dream about an industry, they might not be the most talented at the moment but when showed the way to learn and do things right they will become the greatest asset in your company.
HR teams need to understand that a person can be willing to grow and fully commit is more valuable than a super geek that knows how to make an algorithm super fast and knows all the details and best practices, because we have to take in account the background of the person we are interviewing, perhaps doesn't have the some conditions and chances in life, but once you take well care of them, they will take really good care of you/your company.
So yeah, see underneath, their projects, are they self-driven, do they try to learn new stuff by themselves, are they trying somehow to help their community with what they know/have, if so hire them even if they are not that good technically, once inside the company train them even if it takes 3 to 6 months, make a deep 2 week on-boarding show what is expected what they need, books, courses that might help, show the culture, be helpful but induce self-learn. And throughout the process you will see that investment being a great asset.
My experience in hiring people: whatever you do, 10% of the people you hire will prove to be have a negative impact in the middle term. 80% will only think of their personal interests and will just float through your organization, doing the minimum necessary. 10% will prove talented, loyal and committed.