Let's be very honest with each other...
Recruiting and HR in general can be quite challenging.
Well let's say it: It's a pain in the ass.
However, it's also one of the most crucial tasks you'll manage as a founder.
Hiring the wrong people can significantly impact your company's performance, but on the flip side, finding the right people can be a game-changer.
When looking for your next hire, consider these principles:
1. Think culture-fit not skills
As Jason Fried puts it: "You don't create a culture. Culture happens. It's a by-product of consistent behaviour."
Make sure you look for people that will have the consistent behaviour that you are looking for.
Don't only focus on their skills and what kind of knowledge they can bring to the table but also how they do everything.
2. Invest
Most founders will complain that they can not find the right talents to join their team.
Yet, if you inquire about the resources they allocate to hiring—both time and money—the root of the issue often becomes clear.
Exceptional candidates won't simply come knocking at your door asking to be hired.
You need to actively seek them out, which is costly in terms of both financial and temporal investments.
Therefore, it's crucial to dedicate sufficient time and money to the search for the best possible employees.
3. Trust is everything
It might seem obvious, yet it's not uncommon to hear someone say, "John is great, but I constantly need to ensure he's doing the work."
When considering a potential hire, remember that you'll need to entrust them with slightly more responsibility and authority than you might initially feel comfortable with.
Laszlo Bock, in his book "Work Rules," suggests that feeling nervous about the amount of freedom you're giving an employee is a sign you're on the right track.
You probably haven't given them enough freedom if you're not a bit uneasy.
So, when interviewing a candidate, reflect on this: "How much freedom am I prepared to give this person?"
4. The interview
Make sure to have at least two different people interview a candidate.
It might seem obvious, but many times, hiring decisions are based on just one person's view.
This is not a good approach.
Laszlo Bock (again) who used to lead Google's hiring, says interviewers often just try to prove their first impression right, whether it's good or bad.
That's why having two people meet the candidate is better.
Also, remember it's about the person, not just their resume.
Take time to get to know who they are, not just what they can do.
They'll be spending a lot of time with your team, so it's important to see if they fit in well.