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3 𝑩𝒊𝒈𝒈𝒆𝒔𝒕 𝑴𝒊𝒔𝒕𝒂𝒌𝒆𝒔 𝑯𝒊𝒓𝒊𝒏𝒈 𝑴𝒂𝒏𝒂𝒈𝒆𝒓𝒔 𝑴𝒂𝒌𝒆  𝑾𝒉𝒆𝒏 𝑻𝒓𝒚𝒊𝒏𝒈 𝒕𝒐 𝑺𝒆𝒄𝒖𝒓𝒆 𝑻𝒐𝒑 𝑬𝒏𝒈𝒊𝒏𝒆𝒆𝒓𝒔: 1️ - 𝑻𝒉𝒆 𝑷𝒆𝒓𝒇𝒆𝒄𝒕 𝑴𝒂𝒕𝒄𝒉 𝑻𝒓𝒂𝒑 Technical proficiency is important, but even the best candidates rarely tick every box. With a narrow focus, you’ll overlook equally vital attributes like adaptability, problem-solving skills, and cultural fit. Keep an open mind. 2️ - 𝑨 𝑳𝒆𝒏𝒈𝒕𝒉𝒚 𝑯𝒊𝒓𝒊𝒏𝒈 𝑷𝒓𝒐𝒄𝒆𝒔𝒔 Right now, top engineers are in high demand. They won’t be available for long.   If you find one you like, you need to secure them with an efficient but thorough process. Hasty decisions result in poor hires. But a lengthy process means you’ll miss the boat. Strike the right balance. 3️ - 𝑳𝒂𝒄𝒌 𝒐𝒇 𝑫𝒆𝒇𝒊𝒏𝒊𝒕𝒊𝒐𝒏 Without clear parameters defining a “good”, “great”, and “poor” candidate, your process will be full of inconsistency and bias. All candidates must be evaluated fairly and consistently. Then, you’ll make great quality hires and improve candidate experience, too. Securing a Top Engineer is more than just filling a role. It’s about building a team that will drive innovation and success. By avoiding these three common mistakes, Hiring Managers can put their best foot forward. 𝑯𝒂𝒗𝒆 𝒂 𝒈𝒓𝒆𝒂𝒕 𝒘𝒆𝒆𝒌𝒆𝒏𝒅...

Candidate Attributes: When hiring new team members, there were specific attributes that I looked for in candidates. ·      Effective and open communications—clear, concise, unambiguous, non-confrontational, fact driven communications, providing the avenue to positive relationships. ·      Skills—Did their skills and previous experience complement the existing team members’ skills?  What additional skills would they be contributing? What skills would they need mentoring and coaching? ·      Attitude—I look for team members that exhibit high initiative levels. I seek team members that demonstrate flexibility, integrity, pro-activeness, eagerness to learn new concepts and technology, and have a can-do attitude. ·       Personality – I seek collaborators and influencers that seek win-win solutions which facilitate positive relationships. I seek problem solvers. What I do not expect new hires to have: ·      Specific tool set experience—but I do seek skills that indicate they have used similar tools in completing the tasks (i.e. defect management, change management, configuration management, root cause analysis) ·      Direct-out- of -college extensive product experience, although CO-OP experience is a plus I have trained, mentored and coached Mechanical Engineering CO-OPS to be embedded software V&V engineers and they continue to work in those professional roles today. I have led, mentored, and coached both offshore, off -site and On -site teams comprised of multi-national team members with varying skills and experience levels toward successful outcomes. Skills can be developed; attitudes and personalities can either improve or destroy team dynamics.

Exciting news below!!

How to be Confident in Hiring a Team!

Hiring for hours worked is a massive trap. Impact isn't measured by time sheets. I'd take someone crushing it in 4 hours over an 8-hour clock-watcher any day. Focus on outcomes, not busy work. Build a team of doers, not time-fillers. When you prioritize results, your team thrives. Let productivity, not hours, lead the way. Take that chance. Hire for impact. Start today.

When it comes to building a strong, reliable team, I’ve come to realize that character outweighs skills every time. Yes, skills are important, but they can be taught, upgraded, and refined. Character, on the other hand, is the foundation of how someone approaches work, collaboration, and problem-solving. In the world of virtual assistance, this truth is even more evident. As virtual assistants, we often work independently, sometimes without daily supervision. What truly makes a great VA isn’t just the ability to perform tasks, but the integrity, dedication, and work ethic that they bring to every project. When hiring or working with a VA, it’s not just about checking off a skill set—it's about trust, reliability, and the assurance that they will consistently represent your business in the best light. Character is what drives long-term success, and when combined with the right skills, it’s an unbeatable combination. What are your thoughts on character vs. skills in remote roles? How do you prioritize the two when hiring? 🤔

A team is not a bunch of individuals put together in a room. A quote I first heard a few years ago from a friend. He said this at an interview and consequently, was not hired, by an outsourcing company. A team is a group of people, with shared values, working towards the shared goal. Too often, teams are organized without one or the other. Therefore, the individuals do not feel responsibility towards the team, and ownership of the team. How do you increase the feeling of belonging to a team? - Changing values people have is hard, so it is best to hire people with the values you want. - Ensure that most team members work towards the shared goal, and they can depend on each other to get help and get work done.

Because you’re doing client work, You don’t have time. Because you don’t have time, You can’t focus on signing clients. Because you’re not signing clients, You’re not generating cash flow. Because you’re not generating cash flow, You can’t hire a team. Because you can’t hire a team, You’re doing client work. The cycle will continue forever, Unless you: 1. Build a client acquisition system Or 2. Use tech to get out of day to day There’s no other way.

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🌟 The Top Traits of Top-Notch Team Members 🌟 In the cut-throat world of competition, picking team members that stand out is key.🚀 But how? 👇 Here are 8 traits that don't just push you to the front of the pack, they redefine the race. Remember, excellence is more than your output. It's the essence of who you are. ✨ Tag an all-star colleague who embodies this! ⬇️ _____ Do you agree with these insights? Show some love by resharing to your circle and connect with me, Hayden Cohen, for more gems! 🚀 Ready to start hiring remote? Dive into my FREE guide to remote hiring: https://bit.ly/4e4iAkT