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Earlier, we published an article link on the topic of 𝗪𝗵𝗲𝗻 𝘁𝗼 𝗖𝗵𝗼𝗼𝘀𝗲 𝗖𝗼𝗻𝘁𝗿𝗮𝗰𝘁 𝗦𝘁𝗮𝗳𝗳𝗶𝗻𝗴 𝗼𝗿 𝗣𝗲𝗿𝗺𝗮𝗻𝗲𝗻𝘁 𝗥𝗲𝗰𝗿𝘂𝗶𝘁𝗺𝗲𝗻𝘁. In case you missed it, here is a quick recap for you: #tghumanresource #talentacquisition #contractstaffing #permanentrecruitment #recruitmentagency
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8 Things to consider before replacing a member of the IT Department.
8 Things to consider before replacing a member of the IT Department. - Langley James IT Recruitment
https://www.langleyjames.com
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People Development Consultant, Certified Coach, Funcilitator, Global DEI Certified Practitioner, SHRM - Certified Professional
Paradigm shift for companies to strategize their controllable factors until they travel out of their circle of influence and not only become a highly expensive proposition but also a threat to the company’s sustainabilty. Like it or not, the most critical of differentiating factors for success is PEOPLE. What you hire/ for (the kind and quality) and what you do to them. 1- Companies to focus on treating their hiring process as a solid vertical, a product in itself then a process that s a traditional formality. 2- Build - Not hire, a team, which is the mostly the case in our environment, given the gaps in planning before hand or being pressed for time and pressure of pulling out numbers. Steven Bartlett #sustainablility #peoplestrategy #talentmanagement #hiringtherightpeople
Founder: Flight Group. Thirdweb, The Diary Of A CEO.
THIS is how I now hire across my business... I really really believe most companies do not put enough effort into their hiring process - I see this across all of my investments - but the definition of the word "Company" is "group of people"... that's ultimately the first fundamental game of business. In my mind there is 4 fundamental games that determine your outcomes: 1. Assembling the best group of people (Hiring) 2. Bind them with a culture that helps them to do great work (Culture) 3. Set a mission that's worthwhile (Mission) 4. Define a strategy to realise that mission (Strategy) For anyone that thinks this is "too many interviews" or "too much time wasted". Making a bad hire costs you about 18 months on average - 6 months to find someone, 6 months to find out they're not right and then 6 months to find someone else. So I'm more than happy to spend extra time hiring to make sure they're right. For clarity, we don't do interview panels (panels = group think). Everyone interviews the person individually. Minimum 5 people, in a maximum case up to 10 people might meet or interview the candidate for our most senior roles. I believe this is in-line with Amazon who do a minimum of 5 interviews. This is an evolving process, 6-12 months ago we didn't have such a robust process. We've been learning quickly and today we're much closer to optimal but far from perfect. What is your take on this framework? Let me know if you want me to share our full hiring document! I've been thinking about posting it as an infographic or PDF. How do you hire? What do you think of this framework?
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Operations Management | People Leader | Project Leader | Operational Excellence | Quality and Compliance | Reporting & Analytics | Human Resource Management | Change management | Coaching | Performance Management |
So real, so true
Founder: Flight Group. Thirdweb, The Diary Of A CEO.
THIS is how I now hire across my business... I really really believe most companies do not put enough effort into their hiring process - I see this across all of my investments - but the definition of the word "Company" is "group of people"... that's ultimately the first fundamental game of business. In my mind there is 4 fundamental games that determine your outcomes: 1. Assembling the best group of people (Hiring) 2. Bind them with a culture that helps them to do great work (Culture) 3. Set a mission that's worthwhile (Mission) 4. Define a strategy to realise that mission (Strategy) For anyone that thinks this is "too many interviews" or "too much time wasted". Making a bad hire costs you about 18 months on average - 6 months to find someone, 6 months to find out they're not right and then 6 months to find someone else. So I'm more than happy to spend extra time hiring to make sure they're right. For clarity, we don't do interview panels (panels = group think). Everyone interviews the person individually. Minimum 5 people, in a maximum case up to 10 people might meet or interview the candidate for our most senior roles. I believe this is in-line with Amazon who do a minimum of 5 interviews. This is an evolving process, 6-12 months ago we didn't have such a robust process. We've been learning quickly and today we're much closer to optimal but far from perfect. What is your take on this framework? Let me know if you want me to share our full hiring document! I've been thinking about posting it as an infographic or PDF. How do you hire? What do you think of this framework?
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Great team, great results. The team is the best product you can create. Team culture is key. Someone told me today about scoring a goal: one scores, everyone cheers. One goal, one team means that everyone should be supportive and think of the long term strategy, not about the precise roles definitions. Sometimes the goal keeper runs out to help the rest, and defender goes into the attack area and so on. What do you think? #oneteam #zscaler #ecosystem #partners #coaching
Founder: Flight Group. Thirdweb, The Diary Of A CEO.
THIS is how I now hire across my business... I really really believe most companies do not put enough effort into their hiring process - I see this across all of my investments - but the definition of the word "Company" is "group of people"... that's ultimately the first fundamental game of business. In my mind there is 4 fundamental games that determine your outcomes: 1. Assembling the best group of people (Hiring) 2. Bind them with a culture that helps them to do great work (Culture) 3. Set a mission that's worthwhile (Mission) 4. Define a strategy to realise that mission (Strategy) For anyone that thinks this is "too many interviews" or "too much time wasted". Making a bad hire costs you about 18 months on average - 6 months to find someone, 6 months to find out they're not right and then 6 months to find someone else. So I'm more than happy to spend extra time hiring to make sure they're right. For clarity, we don't do interview panels (panels = group think). Everyone interviews the person individually. Minimum 5 people, in a maximum case up to 10 people might meet or interview the candidate for our most senior roles. I believe this is in-line with Amazon who do a minimum of 5 interviews. This is an evolving process, 6-12 months ago we didn't have such a robust process. We've been learning quickly and today we're much closer to optimal but far from perfect. What is your take on this framework? Let me know if you want me to share our full hiring document! I've been thinking about posting it as an infographic or PDF. How do you hire? What do you think of this framework?
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Director @ Potentia | Tech Leadership Specialist & Advisor | Start-up Investor & Advisor
Not many people are thinking about hiring right now, it’s tough out there. There’s a time coming though when you will be ready to hire or move. And here’s your chance to build better. Look for a match where the passion for what you do is matched by the person running, or taking part in, your recruitment. A process that uncovers and aligns potential and purpose.
Founder: Flight Group. Thirdweb, The Diary Of A CEO.
THIS is how I now hire across my business... I really really believe most companies do not put enough effort into their hiring process - I see this across all of my investments - but the definition of the word "Company" is "group of people"... that's ultimately the first fundamental game of business. In my mind there is 4 fundamental games that determine your outcomes: 1. Assembling the best group of people (Hiring) 2. Bind them with a culture that helps them to do great work (Culture) 3. Set a mission that's worthwhile (Mission) 4. Define a strategy to realise that mission (Strategy) For anyone that thinks this is "too many interviews" or "too much time wasted". Making a bad hire costs you about 18 months on average - 6 months to find someone, 6 months to find out they're not right and then 6 months to find someone else. So I'm more than happy to spend extra time hiring to make sure they're right. For clarity, we don't do interview panels (panels = group think). Everyone interviews the person individually. Minimum 5 people, in a maximum case up to 10 people might meet or interview the candidate for our most senior roles. I believe this is in-line with Amazon who do a minimum of 5 interviews. This is an evolving process, 6-12 months ago we didn't have such a robust process. We've been learning quickly and today we're much closer to optimal but far from perfect. What is your take on this framework? Let me know if you want me to share our full hiring document! I've been thinking about posting it as an infographic or PDF. How do you hire? What do you think of this framework?
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CEO | Founding Partner | Podcast Host: The Future of Teamwork | Ecosystem Connector | Deal-Making Operator | Rugby Coach | Boundary Rider
Steven Bartlett - I agree hiring better people can be a great competitive advantage IF the strategy of the company is robust and there is a solid runway to execute that strategy. Your framework sounds cool too, labor intensive, but smart and scientific. AND I get concerned that the group think / homogeneity is going to concentrate (in the team) if the process is too heavily relied upon - because sometimes the best talent for the future is not obvious on draft day (Tom Brady for example). Hiring is human after all. AND I get excited that if your process can adapt on the run, by investing time on how the team does work today and how it might do work differently tomorrow, you may have a framework for unlocking potential on teams. This might look like a more human / organic process for designing work with the great talent you bring and finding the super powers and kryptonite that you can hire for in the future. The Team Health Monitor that Dominic Price and the team Atlassian have been sharing is a cool framework for this latter part. Equally exciting is the RallyBright platform, which John Estafanous talked to us about on The Future of Teamwork podcast. Maybe we should do a show together?
Founder: Flight Group. Thirdweb, The Diary Of A CEO.
THIS is how I now hire across my business... I really really believe most companies do not put enough effort into their hiring process - I see this across all of my investments - but the definition of the word "Company" is "group of people"... that's ultimately the first fundamental game of business. In my mind there is 4 fundamental games that determine your outcomes: 1. Assembling the best group of people (Hiring) 2. Bind them with a culture that helps them to do great work (Culture) 3. Set a mission that's worthwhile (Mission) 4. Define a strategy to realise that mission (Strategy) For anyone that thinks this is "too many interviews" or "too much time wasted". Making a bad hire costs you about 18 months on average - 6 months to find someone, 6 months to find out they're not right and then 6 months to find someone else. So I'm more than happy to spend extra time hiring to make sure they're right. For clarity, we don't do interview panels (panels = group think). Everyone interviews the person individually. Minimum 5 people, in a maximum case up to 10 people might meet or interview the candidate for our most senior roles. I believe this is in-line with Amazon who do a minimum of 5 interviews. This is an evolving process, 6-12 months ago we didn't have such a robust process. We've been learning quickly and today we're much closer to optimal but far from perfect. What is your take on this framework? Let me know if you want me to share our full hiring document! I've been thinking about posting it as an infographic or PDF. How do you hire? What do you think of this framework?
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Global Talent Solutions Leader | Driving Business Growth Through Talent | Strategic Partnerships & Human Connections
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