#2. In 25 years of hiring, I've only found two ways to slash the time in half. I wish I could say they're sexy, but they work:
- Build the pipeline ahead of when you need it. Just-in-time hiring doesn't work in a record-low-unemployment labor market. You're rushed, pressured, and make mistakes. And it takes forever.
And I'm not suggesting you take 2 informational lunches each week with candidates.That's a slow boat to nowhere.
Instead, build your company's employer brand (to make it unique & compelling, get your VP Marketing involved), identify your target candidates, and go after them. Before you have a specific job opening. Build an email list, give them useful content (about their profession & industry, not just your job openings). Invite them to monthly 5pm open houses at your office.
- Run. A. Process. In fact, I start by kissing 150 frogs to wind up with one hire (plus a strong backup, in case our first-choice candidate declines.) You can't expect to reliably find atop 5% candidateif you're only starting with 4 or 5 in the top of the funnel.
Some people think that culture is about integrity & leadership & speed. I have news... those are now table-stakes for every business in every industry.
Other people think that culture is beer bashes & ping pong tables. No.Those are office perks.
Truth is... I still haven't found a reliable way to interview for culture fit. And besides, I want to find culture add (as my friend Brad Feld explainshere).
So instead, identify the DNA of your current Rockstars. Those are the 4 or 5 non-negotiable characteristics, typically hard-wired by age 8. And then assess all future candidates to see if their DNA matches. No matter how amazing their competencies or skills, don't settle for lousy DNA match. Because they won't last long.
Thanks for all your questions. Keep 'em coming. I promise to reply with a personal answer(I never learn...)