The art of recruiting is the purest form of evangelism because you are not asking people to try your product, buy or partner with you. Instead, you ask them to bet their lives to their organization. Will it become more fearful for them and more difficult for you? To make it easier for everyone, follow these tips:
- Hire better than you: the grand hire great people, and hire mediocre candidates who are not as good as them, to feel superior to them. A players hire A players really + or higher. This requires self-esteem and self-awareness, but it is the only way to build a great team.
- Hire infected people: traditionally, organizations have sought the right educational and professional backgrounds. Should add a third quality: Is the candidate infected with love for your product? All education and experience of the world does not matter if the candidate understands and loves him.
- Ignore the irrelevant: this is somewhat redundant with respect to point No. 2, but it is worth repeating. Often the candidate's experience and education are relevant to a piece of paper, but irrelevant in the real world. Would a Microsoft senior vice president ideal for a venture? Not necessarily. This guy has been working for a company with 73% market share, and woke up every day not worried about competition but by the Antitrust Division U.S. Department of Justice. The reverse may be true: a perfect candidate without the background could be a diamond in the rough.
- Check your intuition: all have stories about the candidate they knew would work, and proved to be a nightmare, or the employee who knew it would not work and proved to be an employee of the decade. The problem with intuition is probably wrong is often the right thing. Candidate is recommended to ask the same questions and take extensive notes. Perhaps even lead the first interview by telephone to not judge candidates by their appearance. In particular, the founders of companies believe they have a good insight into the candidates, conduct structured interviews and subjective hiring terrible ending.
- Use all your weapons: once you've found the perfect candidate, use all weapons at its disposal to earn it, not just wages and benefits. More important (and it will tell you more) is the appeal of his vision on how to change the world (Who does not like work with people who like to kick butt?).
- Never assume that you are done : Garage Technology Venture Company once recruited an investment banker for a large firm. After weeks in the persecution and many offers and counteroffers, he accepted the position. He worked for the firm for a few days, but then reported sick and resigned saying he had accepted an offer from a former customer at his former investment bank. From this we learn a valuable lesson: never assume that their recruitment has ended. Frankly, you should recruit every employee every day, because when they go to their homes in the night, you may not see them again again if it keeps them enough love.
Source: http://www.entrepreneur.com/magazine/entrepreneur/2008/december/198524.html
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