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How not to fuck up your next hire

Let's be very honest with each other... Recruiting and HR in general can be a pain in the ass.

Now that being said, it's also one of the most (if not the most) important thing you'll have to do and manage as a founder.

Hiring the wrong people can dramatically affect the performance of your company but that also means that finding the right people for the job can be a game changer.

Here are a few principles you might want to keep in mind while looking for your next hire:

1. Think culture-fit not skills

As Jason Fried puts it: "You don't create a culture. Culture happens. It's a by-product of consistent behaviour."

Make sure you look for people that will have the consistent behaviour that you are looking for. Don't only focus on their skills and what kind of knowledge they can bring to the table but also how they do everything.

"How You Do Anything Is How You Do Everything."

- T. Harv Eker

Don't get me wrong, skills are important.

However, they can be learned. Culture can not. People will either fit in your culture or they want.

Make sure you take that into account.

2. Invest

Most founder will complain that they can not find the right talents to join their team.

"Given limited ressources, invest your money in recruitment not in training. Hire only people who are better than you."

- Laszlo Bock

However, when you ask them how much time and money is invested in hiring, you'll probably understand why.

Great people won't just beg you to be hired. You need to hunt them down.

And that's expensive. In terms of money... and time!

So make sure you spend enough of these 2 looking for the best possible employees.

3. Trust is everything

This might sound like a given but how many times can you hear someone say: "John is a great <INSERT JOB TITLE HERE> but I constantly need to make sure he's doing the work."

When thinking about hiring the person sitting in front of you, keep in mind that you will need to give him or her slightly more responsibilities and authority then you're comfortable with.

In his book Work Rules, Laszlo Bock says that if you're not nervous thinking about how much freedom they have, you probably haven't given them enough.

So take a good look at the girl/guy you're interviewing and ask yourself: "How much freedom am I ready to give him/her?"

4. The interview

Make sure you follow this simple rule: Always ask at least 2 different people to interview a possible candidate.

This might sound logical but you'll be surprised at how many people rely on just one opinion when it comes to hiring someone.

Don't make that mistake.

Laszlo Bock, former Senior Vice President of People Operations at Google explains that during most interviews, the interviewer will spent most of his/her time trying to confirm their first impression of the candidate (either positive or negative).

That's why you need at least two people that will spend time getting to know the person.

Bonus: Person vs. Resume

As mention above, it's not just about skills. And it's not just about resume.

Make sure you spend enough time getting to know the candidate. Not just as a potential employee but as a person.

He or she will spend 8h (or more) sharing, eating, laughing, working with members of your tribe. You need to know them on a personal level.

Yes they might be great at creating Excel pivot table but are they good humans?

"Hire humans not polished resumes".

- Richard Sheridan

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