I’ve been trying to help a couple of veterans with their job search, so it’s been interesting to see how adverts are listed. From the posts which you can tell are just from recruitment companies looking to get CVs into their database to the ones that appear to be genuine, but it did get me thinking about how a company should go about handling finding new staff …
Before you even write the job advert, figure out what you really need. Don’t hire someone because you feel you “ought to” have someone handling that role. Are you hiring a marketing guru or just someone who won’t set fire to your Mailchimp account? Define the role clearly, including skills, experience, and, crucially, that “personality” fit. If in doubt, see if getting a virtual assistant would fill that gap, leaving you more flexible.
I’ve lost count of the job desriptions that have left me puzzled; phrases such as: “We’re seeking a synergistic self-starter to dynamically pivot growth strategies…” This is the language that a lot of civil servant or local government departments appear to be using – Guys – please keep it clear, concise, and ideally written in something resembling the Queen’s English that doesn’t require a Head of english language at Durham Uni to decipher… No one talks like that. You’re not hiring a robot from a Silicon Valley think tank; you want a human being who understands what the job involves.
Skills can be taught. Integrity, enthusiasm, and the ability to turn up on time without parental supervision? Not so much. Look for people who align with your company’s values, not just those who can do the job, but who want to do it with you. Bonus points if they make a decent cup of tea and laugh at your jokes (even the bad ones). Yes, they went to the same uni, support the same football team, and also think croissants are overrated. But if your entire team is a mirror image of yourself, congratulations: you’ve built a cult, not a company. Diversity of thought, background and experience makes your business stronger (and the office chat more interesting).
References… It’s tempting to skip this bit, especially when you’re tired and the candidate seems perfect. But remember: anyone can sound charming for 45 minutes. References give you the backstage pass; what are they really like when no one’s watching or after a few drinks at the Christmas party? Beware of vague answers from former employers like “Well, they were… interesting.”
Dig deep, because you know what happens when you don’t dig at least 6 foot down… Hiring in a hurry is like shopping when you’re hungry; you’ll make desperate choices and end up with a bunch of things you regret. Even if your team is overloaded and the office plant is now head of logistics, take your time. The wrong hire costs more in the long run, in time, money, and team morale. People can be chameleons, for a good long time…
Unless you’re planning to keep your new hire locked in a cupboard (not advised), they’ll be working with others, even if it’s remotely. So get team input. It’s a great way to assess a potential fit, and it avoids the awkward moment when everyone pretends to like Dave because no one wants to hurt your feelings.
Don’t leep them hanging for a response. They’ve taken time to interview, dress up (sometimes even wearing trousers across that Zoom call), and agonise over their thank-you email. The least you can do is let them know if it’s a no. Be kind. The recruitment world is small, but above all, it’s being professional.
Sometimes you’ll get a good feeling about someone. That’s great, but back it up with evidence. Do they have the skills? Do they play well with others? Are they likely to turn your Slack channel into a battlefield? Balance instinct with insight. Finding the right employee isn’t magic; it’s method, mindset, and maybe a bit of mischief (I remember we set up a incoming call for an applicant from a frenchman in North Carolina while we momentarily left to get a coffee-she not only answered the call and coped with Fredo, so got the job!
Be honest, be human, and don’t settle for the first person who can spell “Facebook”. Because when you get it right, it’s not just a hire, it’s a crucial step forward for your business.
And if all else fails, ask yourself one thing: Would I cope being stuck in a lift with this person for two hours? If the answer’s yes, then consider offering them the job. If it’s no, well, back to the CV pile; the right person is out there..
Photo by Eric Prouzet
