Hiring Process 👉

After every session I teach in our ‘Talent Acquisition’ course I gain a new insight

Our expectations

There is nothing I like more than this statement that a lot of recruiting ads use in their descriptions. After that, usually what comes next is - 10 years of… 7 years of, tons of experience in… and of course always come from a ‘high growth’ company.

Alright, to me it looks like your next employee is going to get bored soon.

We must put on the table the question every company hiring new employees needs to ask themselves -

What do we (actually) need for this position?

- a person with the right skills, approach for our company’s culture and having a ‘learning curve’?

Or

- a person with so much experience, that they won’t need as much learning process during onboarding?

After that, these follow up questions could help clarify if we have made the right decision:

1. Who has the better chance to grow further over time?

2. Who might come more eager to learn?

3. Who will reach the ‘finish point’ before becoming ‘burnout’?

***bare in mind - if your company doesn’t save lives, you probably have the time to take a person that will grow into the position***

And by that you also might achieve ->

🅰️Refresh the system from itself (not the same ‘type’ of people will fulfil the positions)

🅱️ Your company will have a real point of view from the outside, as this person probably didn’t came from the tech and business industry

I personally believe that this is how companies grow.

Any thoughts? What are your company’s policies?

#learning#hiring#business#tech#people#culture#talentacquisition