Daniel Morris’ Post

This week's post shares a lesson that the best teambuilders I've worked with already know. Hiring is not the superpower it used to be. Inspiring people is. In an oversaturated talent market we want every new hire to be the perfect fit, generating meaningful value from day one. But it's getting harder to close the perfect candidate than to find one. Leaving a great first impression goes both ways and is much more than a rigorous interview process. This post tackles the impact great talent strategy has on the ability to hire well.

An interview is a two-way street! Make sure to ask thoughtful questions - you will demonstrate your genuine interest in the role and also gain valuable insight on the team. Check out some questions you use below! 1. Company Culture: 💡Can you describe the company culture and the values that drive it? 💡How does the company foster professional development and growth among its employees? 2. Team Dynamics: 💡Could you share insights into the team I'll be working with and their collaboration style? 💡How does the company promote teamwork and communication across different departments? 3. Expectations and Goals: 💡 What are the key priorities for this role in the first 30, 60, and 90 days? 💡What measurements of success are used for this position, and what are the long-term growth expectations? #JobInterview #CareerAdvice #ProfessionalDevelopment #AskTheRightQuestions

When it comes to hiring, I take an unconventional approach—think of it like dating. Before making any commitments, I always ask: Is this a company you want to be at? Before jumping into formal interviews, create opportunities for potential team members to experience your company culture firsthand. Invite them to events, encourage casual interactions with the team, and see if there's a natural fit. This process is about more than just filling a role; it’s about ensuring alignment with your company’s values and culture. By taking the time to genuinely connect, you’ll find candidates who are not just qualified but also excited to be part of your journey. Remember, hiring the right people isn’t just about filling a role. It’s about finding someone who aligns with your culture and values. A slow, thoughtful approach ensures both sides are excited about the journey ahead. It’s worth the wait!

As a founder, my day-to-day looks different from one week to the next. Right now, I’m doing a lot of interviewing. If you haven’t noticed, a lot of my recent posts have been related to hiring. We’re at a critical point in our company’s growth, and I want to make sure we’re getting it right when it comes to adding to our team. As we scale, I’m finding it easier to recognize when I need to be involved, and when I need to leave it to someone else. Keeping an eye on our culture as we grow and ensuring alignment between new hires and our values is high on my priority list.

What do you look for in an employee during an interview? For me, it’s all about mindset and values. When assessing candidates, I prioritize qualities like honesty, leadership, and communication. If someone lacks these fundamental traits, they simply can’t be a part of our team, no matter how impressive their resumes may be. While skillset plays a role in determining salary, it’s the mindset that truly shapes our work culture and drives success. A skilled individual without the right attitude can disrupt the team dynamic, while someone with a strong mindset can elevate the entire group, even if they’re still developing their technical skills. So, the key lesson I want to highlight is; Hire for mindset and values first; skills can be taught. A strong foundation in character is what ultimately leads to a thriving team. P.S. I just spilled the secret behind Legend Group's incredible team :) #LegendGroup

Navigating those final moments in an interview can feel tense, but the questions you ask can truly set you apart. Here's the thing - your closing queries can reflect your enthusiasm, showcase your insight, and affirm your commitment to the role. Here's a starter - ask about the company's vision. "Where is the company heading in the next five years?" It's not just about their roadmap; it's about picturing yourself driving along with them on that journey. Then, delve into the team culture. "Could you share what team dynamics look like here?" It signals that you're not just after a role but a place where you can collaboratively thrive. And finally, touch upon development. "What opportunities for growth could I anticipate?" You're here for the long haul, eager to evolve as the company does. These questions don't just express interest; they reveal a strategic mindset, ready to meld with the company's fabric and propel its mission forward. Good Luck! #InterviewTips #CareerGrowth #JobInterview

Almost a month in at UserEvidence already. One thing sticking in my mind so far: Culture really is everything. Hat tip to Kyle Lacy for guidance here during my process that has already shown true. When considering roles you've got to look ahead at your life and ask yourself if it looks how you want it to. Regardless of whatever outcome happens at the end. If you spent the next several years at this company, are you happy along the way? In and out of work (because they effect each other heavily)? With these people? This should weigh into your decision-making just as much as comp, stock, product, etc. It isn't easy to suss out during the interview process. But it should always be a priority when you're comparing options.

Ever felt stuck in your career journey? Aiming for promotions… But hearing “you’re not ready”? Think you’ve got good interview skills… but miss the hire? Here's the reality check – EQ makes the difference. These stats show that EQ plays a crucial role in promotions, raises and hires. Do you need help with that? Send me a DM with “EQ” for more info. #CareerChange #GetPromoted #EmotionalIntelligence #CareerGrowth

This is painfully accurate.