The ideal hiring process is simple.
It starts with either:
- Actively Hiring – First you clearly define what role you are hiring for, and then go out and look for a person who can do that.
- Talent Scouting – You have a hiring process set up that attracts smart people and then you find a fit for it within the team.
Hiring is such an important function for the growth of the business so it’s worth investing considerable resources on optimising this.
Actively Hiring:
– Write out the problem you are looking to solve, and what kind of person you are looking for.
– Post this job ad out on multiple platforms
– Receive applications and start screening them.
– Screen with a brief test, and video interview. Interestingly 75% of applications don’t do this.
– Shortlist those top ones for an interview.
– Review all applicants for:
– Any red flags
– Motivation, drive, hunger, love of work
– Cultural fit
– History of high performance
– Job role fit
– Management fit
– Then rank the top ones and then ask the best and ask to do paid work.
– If this goes well then give an offer
– Onboarding – the first 2-3 weeks are extremely important for success in the new role
Talent Scouting:
This process is similar but instead of looking for a fit, you look for talent first and then look for how they can help within your organisation. You can keep an eye out for a track record of exceptional performance, strong drive, and look for someone who is full stack and could help in multiple roles and is looking to learn and grow. They can usually fit anywhere within an organisation. It’s worth keeping an eye out for any of these and trying to fast track them through the recruitment process. Attracting really talented people is so valuable and its worth keeping an eye out for this.
