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In the process of being a hiring manager for the first time in my career...
Here are some lessons I've learned throughout the process
Here are some lessons I've learned throughout the process
Realization 1:
It starts off as an EXCITING process. You're building your team and that's
.
But, after a few weeks, it becomes incredibly draining. All of your time and focus is on hiring the best person for the role... And it feels like you have no time to do other work.
It starts off as an EXCITING process. You're building your team and that's
.But, after a few weeks, it becomes incredibly draining. All of your time and focus is on hiring the best person for the role... And it feels like you have no time to do other work.
Now, for companies who have recruiters and HR in place to do (at least) screens, that's 1-2 weeks off of your plate. We don't have that.
But, holy crap... Be SO grateful and appreciative of your recruiters. This is not an easy full-time job.
But, holy crap... Be SO grateful and appreciative of your recruiters. This is not an easy full-time job.
Lesson #1
Remind yourself that hiring *is* your job now and it's also productive, even if it might not feel like it in the moment.
You're making a BIG business decision and not an A/B test that you can approach with the mindset of "fail fast and learn".
Remind yourself that hiring *is* your job now and it's also productive, even if it might not feel like it in the moment.
You're making a BIG business decision and not an A/B test that you can approach with the mindset of "fail fast and learn".
Lesson #2
They are interviewing you just as much as you're interviewing them. And that goes beyond just this job.
Poor experiences lead to people sharing them with other great candidates. Leaving a sour taste in someone's mouth will not only ruin their day but your brand too.
They are interviewing you just as much as you're interviewing them. And that goes beyond just this job.
Poor experiences lead to people sharing them with other great candidates. Leaving a sour taste in someone's mouth will not only ruin their day but your brand too.
Lesson #3
Treat others how THEY want to be treated.
Just because you're tired, doesn't mean that you aren't accountable for sharing relevant, helpful feedback to candidates who you've spoken with and rejected.
No one-size-fits-all email for these messages, please.
Treat others how THEY want to be treated.
Just because you're tired, doesn't mean that you aren't accountable for sharing relevant, helpful feedback to candidates who you've spoken with and rejected.
No one-size-fits-all email for these messages, please.
Going off of lesson 3... I have been crafting messages for every candidate we've rejected that follow this advice. One candidate even emailed back and said "while this sucks... it's the best rejection letter I've received. Thank you."
Thoughtful responses matter to candidates.
Thoughtful responses matter to candidates.
Lesson #4
For candidates you think are awesome but didn't move forward with, offer them a helping hand (if you can).
I had a tough decision to make, and for the candidates we didn't move forward, I opened other doors to my valued communities like @superpathco and @allinhouseco
For candidates you think are awesome but didn't move forward with, offer them a helping hand (if you can).
I had a tough decision to make, and for the candidates we didn't move forward, I opened other doors to my valued communities like @superpathco and @allinhouseco
Lesson #5
Before you start the process, write down the outcomes that you want from this person in the next year. I did this through OKRs.
This will help you balance the tough decisions you have to make. Which candidate is the most equipped to achieve those outcomes?
Before you start the process, write down the outcomes that you want from this person in the next year. I did this through OKRs.
This will help you balance the tough decisions you have to make. Which candidate is the most equipped to achieve those outcomes?
Model all of your interview questions around your scorecard to help you best assess who the best candidate is.
It also helps to create a scorecard around abilities + technical knowledge, plus the soft skills that are most important to your company culture.
It also helps to create a scorecard around abilities + technical knowledge, plus the soft skills that are most important to your company culture.
Lesson #6
Don't do it on your own.
So thankful to have @i_am_brennan to guide me through this process. I'm still taking lead and doing most interviews on my own.
But when it comes to those final stages, he's right there to offer a new perspective and ask things that I haven't
Don't do it on your own.
So thankful to have @i_am_brennan to guide me through this process. I'm still taking lead and doing most interviews on my own.
But when it comes to those final stages, he's right there to offer a new perspective and ask things that I haven't
Lesson #7
Book time for YOU in your calendar. I absolutely failed to do this for 3 weeks in a row and it drained me.
I'm so used to having maybe 2-3 meetings in my calendar PER WEEK, MAX. But for 3 weeks it was flooded with back-to-back interviews.
Book time for YOU in your calendar. I absolutely failed to do this for 3 weeks in a row and it drained me.
I'm so used to having maybe 2-3 meetings in my calendar PER WEEK, MAX. But for 3 weeks it was flooded with back-to-back interviews.
As exhausting as this process is, I'm SO excited to grow the team at @SoapBoxHQ. Everyone knows that this past year I've been itching to get another marketer.. and now we're getting 2 and that's SO exciting!
But, as we go into role #2 - I'll be doing things a bit different.
But, as we go into role #2 - I'll be doing things a bit different.
