How to hire the best people
Hiring the best people involves a mix of strategy, intuition, and practical steps to attract and identify top talent. Here’s a concise guide based on what’s worked across industries and organizations:
Define What "Best" Means for You
Start by clarifying the skills, traits, and values that matter most for the role and your team. Technical ability might be key, but don’t sleep on adaptability, curiosity, or cultural fit. Write a specific job description yet doesn’t box out unconventional talent—focus on outcomes, not just credentials.
Cast a Wide Net, but Be Selective
Use multiple channels: job boards, social media (X is great for gauging real-time interest), referrals, and even cold outreach to passive candidates. Highlight what sets your gig apart—money’s a factor, but purpose, autonomy, or unique challenges often hook the best. Filter applicants with a quick, practical test (e.g., a mini-project) over generic resumes.
Assess for Problem-Solving and Grit
Interviews should dig into how candidates think, not just what they’ve done. Ask about real problems they’ve tackled—specifics reveal depth. Throw in a curveball question or scenario to see how they handle ambiguity. Look for resilience; past failures they’ve learned from often beat a flawless record.
Check Their Drive
The best people are self-starters. Probe why they want the role and what they’d do with it. Passion shows in their questions, not just their answers. If they’ve got side projects, built something from scratch, or chased a tough goal, that’s a green flag.
Trust Your Team’s Input
Let potential hires meet the people they’ll work with. Peers spot red flags or chemistry you might miss. Plus, it shows candidates you value collaboration, which top talent usually cares about.
Move Fast and Sell Hard
Great candidates have options. Streamline your process—ditch endless rounds for a tight, respectful timeline. Once you find someone, pitch them hard: tailor the offer to their goals (flexibility, equity, growth), and show how they’ll make an impact.
Buy My NFT Book
https://opensea.io/assets/ape_chain/0x86aca911f3bb4785b78b75b4916e58610ea167ba/1
Be persistent
Steem On
We Win Together
One Mission
One Goal
See you at the top
Hiring the best people involves a mix of strategy, intuition, and practical steps to attract and identify top talent. Here’s a concise guide based on what’s worked across industries and organizations:
Define What "Best" Means for You
Start by clarifying the skills, traits, and values that matter most for the role and your team. Technical ability might be key, but don’t sleep on adaptability, curiosity, or cultural fit. Write a specific job description yet doesn’t box out unconventional talent—focus on outcomes, not just credentials.
Cast a Wide Net, but Be Selective
Use multiple channels: job boards, social media (X is great for gauging real-time interest), referrals, and even cold outreach to passive candidates. Highlight what sets your gig apart—money’s a factor, but purpose, autonomy, or unique challenges often hook the best. Filter applicants with a quick, practical test (e.g., a mini-project) over generic resumes.
Assess for Problem-Solving and Grit
Interviews should dig into how candidates think, not just what they’ve done. Ask about real problems they’ve tackled—specifics reveal depth. Throw in a curveball question or scenario to see how they handle ambiguity. Look for resilience; past failures they’ve learned from often beat a flawless record.
Check Their Drive
The best people are self-starters. Probe why they want the role and what they’d do with it. Passion shows in their questions, not just their answers. If they’ve got side projects, built something from scratch, or chased a tough goal, that’s a green flag.
Trust Your Team’s Input
Let potential hires meet the people they’ll work with. Peers spot red flags or chemistry you might miss. Plus, it shows candidates you value collaboration, which top talent usually cares about.
Move Fast and Sell Hard
Great candidates have options. Streamline your process—ditch endless rounds for a tight, respectful timeline. Once you find someone, pitch them hard: tailor the offer to their goals (flexibility, equity, growth), and show how they’ll make an impact.
Buy My NFT Book
https://opensea.io/assets/ape_chain/0x86aca911f3bb4785b78b75b4916e58610ea167ba/1
Be persistent
Steem On
We Win Together
One Mission
One Goal
See you at the top
Buy my NFT Book " BE RICH WITH NFT " https://opensea.io/assets/ape_chain/0x86aca911f3bb4785b78b75b4916e58610ea167ba/1
Welcome to the Telegram Group on live business classes - Creative Millionaires https://t.me/creativemillionaires
Original post by @dobartim
We win together - Welcome to Steem Schools https://discord.gg/q9VEn5n
Follow me on Twitter: https://twitter.com/dobartim1
Image Source: Pixabay
Buy my NFT Book " BE RICH WITH NFT " https://opensea.io/assets/ape_chain/0x86aca911f3bb4785b78b75b4916e58610ea167ba/1
Welcome to the Telegram Group on live business classes - Creative Millionaires https://t.me/creativemillionaires
Original post by @dobartim
We win together - Welcome to Steem Schools https://discord.gg/q9VEn5n
Follow me on Twitter: https://twitter.com/dobartim1
Image Source: Pixabay