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🔍 Four Qualities to Look for When Hiring 🔍 Love, trust, speed, and commitment to improvement - these are the four qualities that Patrick, host of Valuetainment, believes are crucial when hiring someone. Let's dive into why these qualities matter and how they can impact your team's success. 💖 Love: When someone truly loves the company and its vision, their work ethic naturally shines through. Passion drives them to go the extra mile, take ownership, and deliver exceptional results. Look for candidates who align with your company's values and genuinely believe in what you do. 🤝 Trust: Building trust takes time, but it's an investment worth making. Trusting your team members fosters collaboration, open communication, and a positive work environment. Seek individuals who are reliable, transparent, and demonstrate integrity. They should be able to build relationships based on trust and earn the confidence of their colleagues. ⚡️ Speed: In a startup environment, speed is everything. It's about adapting quickly, making decisions efficiently, and executing with precision. Find candidates who can thrive in a fast-paced setting, think on their feet, and take calculated risks. Agility and a sense of urgency are essential qualities for driving growth and staying ahead of the competition. 📈 Commitment to Improvement: Personal growth is vital, not just for individuals but also for the entire organization. Look for candidates who have a hunger for learning, a drive to continuously improve, and a growth mindset. They should be open to feedback, embrace challenges, and constantly seek opportunities for self-development. Hiring individuals who are committed to improvement adds value to your team and propels your company forward. 🗣️ Now it's your turn! What qualities do you believe are important when hiring? Leave a comment and let's continue the discussion. Together, we can shape the future of hiring practices and build remarkable teams! 🌟 #hiring #leadership #teamwork #growthmindset

Hiring is the top priority for any leader looking to build a high-growth team. In his latest article, Michael Chetner sheds light on why the hiring process should never stop. Check it out to gain insights on how to build a team that can keep up with your company's growth. #hiring #growth #tech

This Steve Jobs way of looking at team members made me realize that hiring is not about filling roles but building legacies, and this saved me $25,000 annually. As a startup founder, I used to rush hiring decisions. Then I stumbled upon Steve Jobs' wisdom: "It's not about picking the right person for the right role. It's about the long-term view on people." This hit home. Here's why it matters: 1. Talent compounds in organizations. A-players tend to attract other A-players, and individual skills grow exponentially over time. 2. Early hires act as cultural architects. They play a crucial role in shaping the company's DNA, and their impact can last for generations. 3. Adaptability is more valuable than immediate fit. As markets change and roles evolve, it's better to hire for potential rather than just current skills. Some practical tips I've learned over time: - Look beyond the resume - assess learning agility - Create growth paths, not just job descriptions - Invest in onboarding and continuous development Because every hire is a long-term investment in your company's future. What's your approach to hiring for the long term? #LeadershipLessons #HiringStrategy #CompanyCulture

Have you ever hired the WRONG person? Poor hiring is the worst thing ever. You waste people's time, your own, the candidates, time and money. Then you have to start all over or spend enormous time trying to get the person to fit your culture, learn things they lack or solving problems Recruiting is one of the most crucial activities for #leaders and #founders. 🚀 We build our #team, uplift others, introduce new talent and perspectives, and suddenly, we're better equipped to tackle tough problems. 🌈 So, why the rush? And why do mistakes happen so often? Here are 10 tips from my time @Google and #startups to dodge common hiring pitfalls: 📚 1. Culture fit, resilience, drive, and humility always trump education and experience 👥 2. A clear job description detailing goals, skills, and responsibilities is key 🔍 3. Ensure the job description highlights your company’s culture and values since these will attract people who resonate with this 🌟 4. Focus on what the candidate gains from working with you and how they grow professionally 🌱 5. Embrace diverse backgrounds and perspectives 🎨 6. Involve ALL potential team members in the interview process 🤝 7. Allocate enough time (45- 60 minutes) per interview for a thorough exchange ⏰ 8. Introduce a practical task or project during the interview to get an idea for how the person works 📈 9. Give the person plenty of time to ask questions. The quality of their questions means more than you know ❓ 10. Make hiring a team decision, gather diverse feedback. Ensure everyone is excited by the person and ready to jump and help him / her get onboard 🔄 Avoiding early career mistakes starts with these practices. What other tips do you have? Missed anything crucial? Drop your thoughts below and let’s aim for amazing hires and dynamic teams! 🌟 Be True, Be Curious, Be Driven. #leadership #hiring #recruiting #team #culture #purpose #talent

Focusing solely on 'industry experience' could lead to acquiring talent with bad habits. I was with a senior sales leader today who challenged this idea that industry experience is the silver bullet it's made out to be. They spoke openly about the trade-offs they have had to make with 'experienced industry' hires, most notably in the existing 'bad' habits they brought with them. They weren't convinced the industry knowledge was worth all the 'reengineering' that was needed to align them to core values of the team. In my years of securing talent across multiple business functions, I tend to agree. Hiring organisations can get caught up with this almost mythical concept of the 'plug and play' hire. Someone who has done an almost exact role with a competitor in a relative recent period of time. The theory is they can leverage industry intel, personal connections and competitor insight to deliver immediate impact. In reality, it doesn't quite work out like that. You often end up with someone who has a fixed mindset because they have 'seen it all before' and therefore roll out similar concepts that lack imagination. Or they have a particular way of doing things that they think 'work fine' which are in contrast to how the hiring organisation operates. And they almost always tend to be less open to feedback on how to do things differently. Conversely, someone coming from outside of an industry with the transferable skills and growth mindset looks at things completely differently. They have a curious and open mind because they have too which leads to a more diverse perspective on how to solve critical problems. Invariably, they tend to pick up the industry knowledge quickly too because they are eager to make their mark. As with most things, there isn't a silver bullet to building teams. 'There is no such thing as a free lunch' as the saying goes. If industry experience is really a must, be prepared to think about what the trade off might be and plan accordingly. Am I right or is intimate knowledge of a market too important right now? #industryexperience #talentsearch #hiring #buildhighperformingteams

Every business, regardless of its size, seeks individuals who can contribute to its growth and success. However, the process of hiring should be more than just filling a role. It's about finding the right fit, whether you're hiring full-time, part-time, or even accidentally... 👉 Continue reading?? Click the link below and let the learning begin! 🚀🔗 https://lnkd.in/gn4reSvx 📣 Feel free to share your thoughts, comments, or suggest topics you'd love to read about. Let's grow together! #ReadWithGMTS #KnowledgeJourney #GrowthMindset

The average cost of hiring the wrong employee is $17,000. Over my 2 decades in the startup ecosystem, I’ve seen how essential making the right hiring decision is. When I built my first team, I hired many unfitting people, which cost me money, time and effort. But with experience, I got better at spotting the right talent. Here’s what you should look for while hiring your associates: 1. Shared passion for the problem. Find people who are obsessed with solving problems, and care deeply about your cause. They should be restless until a solution is found. 2. Direct communication skills. The best way to crack problems is to throw ideas around like confetti. They should be confident, and able to pitch ideas to the team. 3. Complementary skillsets. Stop hiring people who are good at the same thing as you. Initially, every member should form a pillar of your team - whether it’s design, coding, or marketing. 4. Hunger to learn. Stagnant skillsets won’t cut it in today’s world. They should be committed to reading, attending workshops and dynamically keeping up with the industry. Instead of ‘qualifications’ like fancy degrees and certifications, focus on finding synergies. That will help you build cohesive units that resonate with your vision. What’s one quality you look for in your team members? #teambuilding #teammanagement #entrepreneurship

Startup People Leaders here are the 10 most common red flags your hiring process isn't mature 🚩 We conduct hundreds of these a year to determine customer fit/need Here are the 10 things I look for 👇 1️⃣ Job Descriptions: Vague, inconsistent, and not aligned with goals/needs. 2️⃣ Candidate Sourcing: Reliance on single channel. No proactive outreach or talent pooling. 3️⃣ Interview Process: Unstructured, inconsistent, with unclear criteria. Random questions. Too many stages 4️⃣ Candidate Experience: Poor communication, delayed feedback, and lack of updates. 5️⃣ Recruitment Metrics: Not tracking key metrics like time, cost or quality. 6️⃣ Onboarding: Disorganized and incomplete. 7️⃣ Team Involvement: Everyone out of sync. Lack of feedback/alignment. No action 8️⃣ Technology and Tools: Ineffective or outdated software. 9️⃣ Employer Branding: Weak online presence and poor promotion of company culture.. 🔟 Continuous Improvement: No regular reviews or adaptations based on feedback. Dodging these red flags is not that complicated if you know how. 🚩 Start small and build over time. DM me if you need anything on the above. Happy to discuss/help. How would your business stack up? Talent pros did I miss anything? Let me know below 👇 ------------------------------ I'm Chris Haslam; if you're reading this you want to resist bad hiring 🤘 You are the resistance 🏴☠️ ♻️ Help me out and reshare if you found useful ✚ Drop me a follow for more 🆘 Book a meeting for a review #recruiting #startup #hiring #HR #talentacquisition #growth #techstartup

How often have you heard or said, “This isn't working”? Alex Hormozi says that hiring great talent is the most underrated business hack. 9/10 times, if something isn't working, it's likely your quality of talent. If you have a product or service that solves a problem that people are genuinely looking for and provides a quality service (basically the green thumb to successful business growth), and you still have a problem in your business, it usually comes down to your talent. You can't climb a hill with a car on your back. There are limits. When my business success increases, it is a direct reflection of levelling up our talent. If you have talent on your team that isn't aligned, high potential, or right for the business and the business problem that needs solving, it will slow you down, cost a lot of money, and keep you wondering what's not working. I've helped hundreds of companies hire high-potential talent who've gone on to stay 10+ years at the company, grow the business, and exit. If you don’t believe your quality of talent plays this big a role in your success as both an employer and employee; let me know what you think does more and prove me wrong. #hiring

𝐃𝐞𝐟𝐢𝐧𝐢𝐧𝐠 '𝐅𝐢𝐭' 𝐢𝐧 𝐇𝐢𝐫𝐢𝐧𝐠: 𝐈𝐭'𝐬 𝐌𝐨𝐫𝐞 𝐓𝐡𝐚𝐧 𝐒𝐤𝐢𝐥𝐥𝐬 𝐚𝐧𝐝 𝐕𝐚𝐥𝐮𝐞𝐬 When we talk about 'fit' in hiring, we often think of skill-set alignment as the crux. But let's dive deeper. Alongside skills and values, there's a crucial triad: Purpose, Thought Process, and Action Plan (PTA hierarchy), akin to Maslow’s Hierarchy of Needs. At the foundation, we have 'Action Plan, Action-bias' - the imperative to execute concrete steps from a solid roadmap, emphasising a bias toward action. The middle layer, 'Thought Process', encompasses critical thinking, decision-making, and thought patterns. At the pinnacle, 'Mission and Purpose' signify a clear vision and understanding of why actions are taken. Actions stem from thought, which in turn, is rooted in purpose. Minimum alignment in Action Plans is essential, shaping ways of working, stakeholder interactions, and decision-making trade-offs. For leadership roles, aligning thought processes becomes vital, focusing on 'how to think' rather than 'what to do'. In key roles, especially in a startup, aligning with the company's Purpose and Mission is crucial. It's the WHY behind our thoughts and actions, guiding our journey towards success. What are your thoughts? How do you approach 'fit' while hiring?