I've hired 100s of people.
And made costly errors at every step of the process.
Here are 15 recruiting mistakes (and how you can avoid them):
And made costly errors at every step of the process.
Here are 15 recruiting mistakes (and how you can avoid them):
1/ Hired Too Fast
Solution: Don't hire
First, do the work with your existing team.
Worst case: you develop a deep understanding and will manage it better.
Best case: automate, streamline, or maybe even stop it.
You'll be shocked by how often hiring isn't the solution.
Solution: Don't hire
First, do the work with your existing team.
Worst case: you develop a deep understanding and will manage it better.
Best case: automate, streamline, or maybe even stop it.
You'll be shocked by how often hiring isn't the solution.
Remember, this new hire will:
-> Be expensive in both dollars & distractions
-> Add a small tax via new interactions
-> Not add real value for 6 months
Add that all up.
That’s the value hurdle they need to clear for you to break even.
-> Be expensive in both dollars & distractions
-> Add a small tax via new interactions
-> Not add real value for 6 months
Add that all up.
That’s the value hurdle they need to clear for you to break even.
2/ Hired From Desperation
Solution: Curate Community
Today's network leads to tomorrow's hires.
-> Build a pipeline w/ intention
-> Run your hiring process w/ urgency
-> Make your selection w/ patience
Hint: Community >> Networking
Solution: Curate Community
Today's network leads to tomorrow's hires.
-> Build a pipeline w/ intention
-> Run your hiring process w/ urgency
-> Make your selection w/ patience
Hint: Community >> Networking
3/ Hired for today
Solution: Hire for Next Year
Try to predict the team you’ll likely need in 12 months.
Overlay:
-> budget reality
- >your current org
-> forecasted demand
-> efficiency improvement
Strive for richness in your vision, not precision in numbers.
Solution: Hire for Next Year
Try to predict the team you’ll likely need in 12 months.
Overlay:
-> budget reality
- >your current org
-> forecasted demand
-> efficiency improvement
Strive for richness in your vision, not precision in numbers.
Stress the map:
-> Look for gaps in abilities, experiences, & diversity.
-> Probability weight attrition for each person.
Need to adjust to unforeseen detours?
You're still better prepared with the GPS coordinates plugged in.
-> Look for gaps in abilities, experiences, & diversity.
-> Probability weight attrition for each person.
Need to adjust to unforeseen detours?
You're still better prepared with the GPS coordinates plugged in.
4/ Deferred to Recruiters
Solution: Own it like it’s your job. Because it is.
Yes, recruiters can offer expertise and networks.
But the best managers are always recruiting.
Remember: the candidates will work for you, not them.
Delegate hiring at your peril.
Solution: Own it like it’s your job. Because it is.
Yes, recruiters can offer expertise and networks.
But the best managers are always recruiting.
Remember: the candidates will work for you, not them.
Delegate hiring at your peril.
5/ Hired for an Unclear Role
Solution: Create a high-resolution story
-> Rank needs vs. wants
-> Describe vividly, no jargon
-> Name the archetypes that work
-> Clearly define success for the role
Tip: No unicorns.
If this role doesn't exist in the world, iterate.
Solution: Create a high-resolution story
-> Rank needs vs. wants
-> Describe vividly, no jargon
-> Name the archetypes that work
-> Clearly define success for the role
Tip: No unicorns.
If this role doesn't exist in the world, iterate.
6/ Shot Too Low
Solution: Name 5 people who are your dream candidates
-> What would it take to get them?
-> Too much? Look to their lieutenants and protégés.
-> Worried you don't know? Ask recruiters for their top picks.
Even if you're shooting too high: like attracts like.
Solution: Name 5 people who are your dream candidates
-> What would it take to get them?
-> Too much? Look to their lieutenants and protégés.
-> Worried you don't know? Ask recruiters for their top picks.
Even if you're shooting too high: like attracts like.
7/ Outside Only
Solution: Identify 3-5 internal bets
-> Compare: effort to close any gaps vs. onboarding those dream candidates
-> Test out the best fit internal candidate early in the search
Tip: Don't criticize the known (employees) & romanticize the unknown (candidates).
Solution: Identify 3-5 internal bets
-> Compare: effort to close any gaps vs. onboarding those dream candidates
-> Test out the best fit internal candidate early in the search
Tip: Don't criticize the known (employees) & romanticize the unknown (candidates).
8/ Accepted Applications
Solution: Craft a proactive sourcing strategy.
Post an ad on LinkedIn, expect to get 1000s of unqualified responses.
Terrible leverage.
Two more strategic options?
Attract & Search
Solution: Craft a proactive sourcing strategy.
Post an ad on LinkedIn, expect to get 1000s of unqualified responses.
Terrible leverage.
Two more strategic options?
Attract & Search
Attract - you're throwing a party.
You need:
-> Strong vibe - culture, mission, role, people
-> Awareness - not precisely invites, but signals
You're only limited by your creativity.
Downside: unwanted guests.
You need:
-> Strong vibe - culture, mission, role, people
-> Awareness - not precisely invites, but signals
You're only limited by your creativity.
Downside: unwanted guests.
Search - you're on a hunting expedition.
You need:
-> Expert navigators - recruiters in your market
-> A treasure hunter's eye - crowded markets are no fun
You're only limited by your choice of recruiter.
Downside: great guides know their value & aren't cheap
You need:
-> Expert navigators - recruiters in your market
-> A treasure hunter's eye - crowded markets are no fun
You're only limited by your choice of recruiter.
Downside: great guides know their value & aren't cheap
9/ Recruited Solo
Solution: Be Gary Kasparov
You have a goal, and you need to use all the pieces available.
-> Recruiters
-> Your team
-> Managers
-> The CEO & Board
-> Alumni
Don’t assume you’re always the right person at each step.
Be the Chess Master, not the Rook.
Solution: Be Gary Kasparov
You have a goal, and you need to use all the pieces available.
-> Recruiters
-> Your team
-> Managers
-> The CEO & Board
-> Alumni
Don’t assume you’re always the right person at each step.
Be the Chess Master, not the Rook.
Examples:
Senior Hire -> Insist your board makes first contact.
Top Developer -> Invite them to give a talk to your company.
Conflicting Assessments -> Tap a high empathy manager for a read.
Closing -> Bring a colleague with the closest experience to dinner.
Senior Hire -> Insist your board makes first contact.
Top Developer -> Invite them to give a talk to your company.
Conflicting Assessments -> Tap a high empathy manager for a read.
Closing -> Bring a colleague with the closest experience to dinner.
10/ Hired for Experience
Solution: Hire humble & hungry
The thing with people who've been there, done that:
They're often overconfident & undermotivated.
Instead:
-> Aim high but be realistic
-> When in doubt, stretch vs. shrink
-> Look for alignment, ambition & agility
Solution: Hire humble & hungry
The thing with people who've been there, done that:
They're often overconfident & undermotivated.
Instead:
-> Aim high but be realistic
-> When in doubt, stretch vs. shrink
-> Look for alignment, ambition & agility
11/ Relied on Useless Data
Solution: Create Real work
Projects >> Portfolios >> Interviews >> Resumes
-> Craft a way to work with them: internship, project, freelance.
-> Have them present their most relevant work.
Tip: 3-month project w/ mutual opt-in for "Hell Yeahs" only.
Solution: Create Real work
Projects >> Portfolios >> Interviews >> Resumes
-> Craft a way to work with them: internship, project, freelance.
-> Have them present their most relevant work.
Tip: 3-month project w/ mutual opt-in for "Hell Yeahs" only.
12/ Lame Interview Days
Solution: Magical moments
On interview day, defy expectations:
-> Thoughtful, unbiased, sharp questions
-> Curated tour of your business for them
-> Operationally tight, respectful of their time
Want exceptional candidates to say yes?
Details matter.
Solution: Magical moments
On interview day, defy expectations:
-> Thoughtful, unbiased, sharp questions
-> Curated tour of your business for them
-> Operationally tight, respectful of their time
Want exceptional candidates to say yes?
Details matter.
13/ Check-the-Box Interview Questions
Solution: Unbiased but not boring
This list of questions checks both boxes:
-> Use the same questions consistently to get a relative assessment
-> Inspire the best candidates by signaling your values
Solution: Unbiased but not boring
This list of questions checks both boxes:
-> Use the same questions consistently to get a relative assessment
-> Inspire the best candidates by signaling your values
14/ Made a Bad Offer
Solution: Do your homework
Offers & negotiations don't have to be awkward:
- Triangulate the offer w/ market research
- Address their objections in the offer
- Expect negotiation
As the manager, the real offer is you. That's what they're buying.
Solution: Do your homework
Offers & negotiations don't have to be awkward:
- Triangulate the offer w/ market research
- Address their objections in the offer
- Expect negotiation
As the manager, the real offer is you. That's what they're buying.
15/ Skipped References
Solution: Make references relevant
-> Use trusted resources to find backdoor checks.
-> Learn how to optimize your new hire's 1st 90 days.
-> You're also likely talking to another good candidate.
Tip: Use @amandanat's questions:
Solution: Make references relevant
-> Use trusted resources to find backdoor checks.
-> Learn how to optimize your new hire's 1st 90 days.
-> You're also likely talking to another good candidate.
Tip: Use @amandanat's questions:
@amandanat Insider Tips
-> Intangible “sparkle” is dangerous, a breeding ground for bias. But it is also a source of genius. Don’t settle, but assess thoughtfully.
-> Clear writers tend to be clear thinkers. The outreach email or cover letter often holds more clues than the resume.
-> Intangible “sparkle” is dangerous, a breeding ground for bias. But it is also a source of genius. Don’t settle, but assess thoughtfully.
-> Clear writers tend to be clear thinkers. The outreach email or cover letter often holds more clues than the resume.
@amandanat Cautionary Tales
-> There are few things more destructive than an ambitious person with nothing to do. You'd rather be lean than fat.
-> Until they show up on Day 1, you haven't hired them. Bridge the gap by treating them as part of the team immediately.
-> There are few things more destructive than an ambitious person with nothing to do. You'd rather be lean than fat.
-> Until they show up on Day 1, you haven't hired them. Bridge the gap by treating them as part of the team immediately.
@amandanat TL/DR
Want a team with 1/10,000 talent:
1) Don't Hire
2) Curate Community
3) Hire for Next Year
4) Own It
5) Clear Story
6) Aim High
7) Stay Inside
8) Source & Attract
9) Orchestrate
10) Hire Hungry
11) Do Work
12) Make Magic
13) Great Q
14) Show the Work
15) Relevant Reference
Want a team with 1/10,000 talent:
1) Don't Hire
2) Curate Community
3) Hire for Next Year
4) Own It
5) Clear Story
6) Aim High
7) Stay Inside
8) Source & Attract
9) Orchestrate
10) Hire Hungry
11) Do Work
12) Make Magic
13) Great Q
14) Show the Work
15) Relevant Reference
@amandanat Hiring is your most significant chance to alter the future of your team.
Get it right? You'll consistently land 1/10,000 talent.
Get it wrong? You start all over again (If you're lucky).
Helpful?
Follow me @dklineii for more management tactics & leadership lessons.
Get it right? You'll consistently land 1/10,000 talent.
Get it wrong? You start all over again (If you're lucky).
Helpful?
Follow me @dklineii for more management tactics & leadership lessons.
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