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How to hire people

2 min read

Goals

The goal of hiring is to get a person (competencies) often for a long time, so the match that will help company to reach long-term goals over time. In a nutshell, as a hiring manager you will need to get the answer to the question if the person will do the job? And following the reasons why people don’t do stuff, the answers to the following questions a hiring manager looks for:

  1. does a candidate have necessary hard-skills? (what we can can-do)
  2. does a candidate want to do the job/tasks we will be offering (want-do) - motivation
  3. does a candidate have ability to execute in the environment given current conditions (able-to-do)
  4. will be a given task clear to the candidate and/or the candidate will be able to clarify a given task. Usually, the level of ambiguity depends on the position seniority.

How to hire?

We defined the goal of a hiring manager, now let’s briefly touch some of the tools a hiring manager can use during the interviews in order to get the necessary signals.

But before that, by now, it should be pretty clear, that a hiring manager should have a mental model of a company/team culture to understand what a person should be to answer the question #3 above, the manager should have at least a general understanding of the expected tasks in a person is being hired for (questions 1, 2).

A structure below can help navigating the mental model for the candidate evaluation.

flowchart TB
Behaviour(Candidate behaviour)-->can-do(Can do the job) --> hard_s(hard skills) & soft_s(soft skills) 
Behaviour-->wants(wants to do the job)
wants-->likes(what candidate likes doing)
wants-->returns(driven by what returns)
returns-->comfort & material_compensation(material compensation) & intangible_compensation(intangible compensation)

wants --> core_values(core values)

To get signals you as a hiring manager can employ the following dimensions:

  • evaluate the past, e.g. questions about conflict management grounded in the candidate experience
  • evaluate the future, e.g. what models does a candidate utilize given a case scenario.

Speaking of the case-type interview, there are several subtypes. Feel free to use the cheatsheet below:

flowchart TB
case(case interview)-->show_case(showcase)
case-->stress_case(stress case)

WIP

Disclaimer

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