Hiring for fit, Hiring for talentWith Genghis Philip
First– when to hireThree kinds of needs
◦Specialized talents (Get it)◦Motivation (Want it)◦Deeper bench (Has the capacity for
it)
We’re going to assume it’s a Get it or Capacity hire for this talk.
Interviewing Stakeholders/Work Audit
◦What isn’t getting done? (Everybody)
◦What are the team goals this year? (Exec, Manager)
◦If this role exists, what does it currently require? (Manager)
◦What is the hard cap on salary for this position? (Exec or Manager)
Interviewing Stakeholders/Work Audit
◦What would they be doing if they had more capacity? (Manager, Team)
◦What are the most important qualities for a member of this team? (Manager, Team)
◦What’s the hardest thing about working on this team? (Team members)
Work Audit!
Look at artifacts in Jira, Zendesk, etc. Compare to KPIs.
Re-examine accountability
Whose neck?Who is going to be training this
person?
Do you have onboarding ready to go?
What are the expectations of the role?
Example Expectation Document: https://goo.gl/O1PH1B
Writing the job description
Put company core values front and center
Company ValuesOpen company, no
bullshit Build with heart and
balance Don’t f**k the
customer Play, as a team
Be BoldFocus on ImpactMove FastBe OpenBuild Social Value
Writing the job description- Personality
Stop writing job descriptions for robots to read
Is this really the team’s voice or is it for show?
Writing the job description - Responsibilities
Why is this work interesting? Talk customers; company impact.
Describe team dynamics, sell team membership
Writing the job description - Experience
Do you actually care about YEARS or FLUENCY?
“Nice to have”? No shit.
The Interview Rhythm
Interview rhythmPhone interview – 30 minutes,
unless a phone job (sales/service)
Case study – can this person DO the job?
In-person – curated group, armed w/ case study results
Example interview rhythmSun
Mon Tues Wed Thurs Fri Sat
Phone Interview (30 min)
Case study scheduled
Case study sent out
Case study
returned
Case Study
reviewed (3 hours); In-person requested
First In-person Intervie
w (2 hours)
Final In-person
interview (1 hour);
Offer sent
Example interview rhythmOverall time-to-hire can be as
little as a week and should be less than two weeks
If you have deviate from the rhythm, communicate clearly and quickly
Interview criteriaCore values have to match
Use expectations document to determine characteristics this role MUST have
Write a couple sentences about those characteristics
Interview criteriaSelecting interviewers
◦I like two groups of two people, but one more or less is fine
◦Diversity of who the candidate will deal with – roles, seniority, gender, race
◦Every member must commit
Interview collateralInterview questions
◦Just a handful (5-8) per interviewer◦Cover personality and job tasks◦No either-ors
Interview collateralCase Study
◦New task, not a previous work-sample
◦Contains all info needed to complete the task
◦Not specific to your company’s domain
◦Time-restricted
◦Example at: https://goo.gl/wTPP3P
Actually interviewing!Every interviewer must be
prepared – no dead silences!
Communicate location and dress code
Respect timeboxes
Actually interviewing!Don’t overwhelm the candidate
Answers beget more questions.
Take notes, but make eye contact
Deciding between candidatesNumerical rubrics don’t work as
well as you’d think
“Would you be comfortable working with both of them?”
Ultimately, a lonely decision
Making an offerVerbal agreements are nice, but
don’t celebrate yet
In the offer letter, include specifics on job title and base salary, but broad strokes on bonus, benefits, PTO, perks, etc.
Hard deadline for signed acceptance
Thanks!WE’RE HIRING
Sr. Software Developer
Software Developer
QA Analyst
Product Manager
Product Marketing Specialist
Inside Sales Manager
Inside Sales Executive
Account Executive
Equipment Prep Technician
https://www.wandcorp.com/careers/
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