Hiring for stronger teams

I firmly believe hiring and recruiting are not just about “getting bums in seats”. Together, they are an opportunity to put together a team of awesome individuals who will give your business an edge. You’re fighting a losing battle if you don’t have the right people in the right positions.

There are three things companies need to get right in order to recruit a strong team:

1. Don’t be your own worst enemy.
2. Help candidates be themselves during interviews. Don’t expect them to be great at selling themselves.
3. Hire not just for culture fit, but for culture add.

I’ve talked about #1 with an in-depth article I wrote for OfferZen on hiring myths and what companies often do wrong. Check it out, I think you’ll find it enormously helpful.

Here I’ll briefly discuss #2 & #3.

AN INTERVIEW SHOULD NOT BE A PERFORMANCE

I belief the onus is on the interviewer to help the candidate relax, and get out of their own way so they can show their true self. People tend to ramble and talk a lot when they’re nervous, and if you don’t help them relax, then you won’t see how they truly behave and interact.

That’s why I think white board coding questions, for instance, are not always a fair measurement unless they mimic a relevant work scenario. How smooth and confident a candidate appear during an interview is not necessarily indicative of their performance on the job. I have hired people who came across as timid and reserved during the interview but blossomed after a few months when they found their feet, and vice versa.

CULTURE FIT VS CULTURE ADD

In order to hire for “culture fit” you should be aware of your core values and beliefs. Everyone in your company should align with these – they’re the glue to your culture. But keep in mind that how these values are expressed is unique to each employee. They won’t all look and operate the same way.

The people you hire determine the culture in your team, department and company. More of the same and your team will stay the same. If you want more diversity, then you have to hire for more diversity. Hiring people across gender, age and cultural backgrounds will bring the diversity that will help you build robust and competitive teams.

Some of my most valuable team members were those who did not come from a traditional technical or engineering background. These individuals often first came from a customer service role in the retail or hospitality industries. Their exposure to the end-user gave them terrific insight into the intricacies of building a product that surprises and delights.

WINNING TEAMS START WITH RECRUITMENT

Employers can make available all the tools, training and development opportunities, and spend hours on one-on-ones and team building events, but if you don’t have the right people in the right positions – you will be fighting a losing battle.

Considering this, it makes a strong case for not simply viewing hiring as painful “admin” but a very real and valuable investment into the future results of your company.