Category: Hiring

  • Go Beyond (Hiring) The Stars

    Go Beyond (Hiring) The Stars

    If our strategy is to hire only stars, it will be expensive and we will have a tough time finding people. We will also have a tough time when the stars stumble in the face of new things. Often stars stick rigidly to what made them stars. And there are always lots of new things. […]

  • 50 Coffees

    50 Coffees

    [Note: I have recommended this process for years. It has helped lots of people. If you don’t need it now, save this article for when you do. -ME] The best way to find a new job, learn something, launch a new business or project, or find employees or clients for an existing business is by…

  • Make the Call about Team Members

    Make the Call about Team Members

    We can waste a lot of our leadership energy worrying or complaining about and then trying to fix the flaws in our team members. As we and they dance around our uncertainty, the whole company suffers. So let’s make the call. Either we believe they can do it and we support them to get there…

  • The Value of Value

    The Value of Value

    Hire this person who has the experience or wait to find someone who fits our culture? Discount out of fear that this client will leave or hold out for clients who appreciate and pay for our value? If we make decisions for expediency and against our values, we give away the value of our values.…

  • Hire The Expert…?

    Hire The Expert…?

    Who would you rather hire: the expert or the novice? Which we should hire depends on what we mean by “expert.” Often we think we need experts who know how to do the work really well and who can be up to speed quickly. They already know how to make the sale, work the numbers,…

  • What to Do When We See People Struggling, Pushing, Fighting, Complaining, Burning Out, or Leaving.

    What to Do When We See People Struggling, Pushing, Fighting, Complaining, Burning Out, or Leaving.

    Every business must have a rhythm for people getting the right things done well together. The rhythm includes regular, sane, productive meetings, a way to select, do, track, and course-correct strategic projects, communication and accountability norms, role designs that say what results (not tasks) we expect from each person, hiring people who understand and support…

  • What Not to Focus On When Hiring

    What Not to Focus On When Hiring

    What to look for when hiring? It’s not what usually appears on people’s resumes. It’s not grades or degrees. Google has proven that for us. And it’s not experience or accomplishments; these are too tied to the work of past collaborators and to past companies’ cultures, industries, and market conditions. Instead, focus on the role.…

  • Nice Beats Experience

    Nice Beats Experience

    We can waste a lot of time struggling with people who are smart, hard working, experienced, connected, and/or driven but who are not the good, nice people we want to work with. Hire first for attitude and values. Then for smarts and relationships. And train the rest.   In your corner, Mike PS: Leaders who have…

  • Attitude etc.

    Attitude etc.

    Most of us hire employees based on their skills and experience. We believe that these are the best predictors of success. We filter for them on resumes. We test for them in interviews. And we think we need to find people who will be productive right away. But as the old adage goes, “When we…

  • A Real Pain in the Assumption Biases when Hiring

    A Real Pain in the Assumption Biases when Hiring

    Bias in hiring is not limited to discrimination against people belonging to specific groups or having certain traits. We must also watch for assumption biases. Without careful thought, we may select people based on hidden assumptions about the role, the environment, ourselves, and the candidates. For example, take this assumption: “I have to get along with…