I spent much of last week talking new clients through our approach to interviewing candidates, which meant lots of time sharing accumulated anecdotes of the things that have worked in the past - as well as the things that have bombed. After several conversations, here are the 4 Don'ts that stood out the most.
When we get called in to help early-stage startups hire, we often start with a current job description (if there is one). And we invariably find lots of vague criteria, like "3-5 years’ sales experience" or "Excellent communication skills."
These types of criteria are super common. They’re also not nearly good enough to run an efficient search.
The NYT Business section recently published “How to Hire the Right Person,” full of hiring principles and tips from various business leaders. Most of it reads like common sense. Yet this advice contains numerous pitfalls and traps - the kind we continually see crippling our clients’ hiring efforts.
So how do you elicit responses from candidates you know would be great fits for this role AND cut down the number of messages you need to send a day? Craft a targeted sourcing message for every candidate you reach out to. The better you aim, the more responses you’ll get--and the more time you’ll save. Here are a couple tips to get you started.
Congratulations! You’re on the hunt for a new team member. But despite posting a pitch-perfect job description everywhere you can, a low application rate and lackluster pool of candidates make you wonder: what’s missing?
Even the hardest-working entrepreneurs will hit a wall in building and scaling their teams. As hiring strategists, we spend a lot of time thinking about what makes a great match between an employer and job seeker. Here are our tips on how to hire the edtech team you want.
How should you begin a new job search if you're transitioning out of the classroom? There's plenty of online advice, but not all of it is helpful—or correct. Here’s our take on how to launch a successful edtech job search.
An employee won’t succeed massively in your company unless her best strengths match your biggest needs. Focus on exploring how her personal strengths made her biggest accomplishments possible, then check whether these match up with the strengths most needed in the open role.
Think of your job description not as a list of requirements, but as an ad targeted solely at the best fits for your position. What gets them out of bed in the morning? What are their emotional triggers? Do they care more about compensation or meaningful work?