Fit
As you assess candidates, you need to figure out what is “wrong” with the particular candidate who might accept your offer, and until you do so, your mind should not rest easy. Why would that person want to work here? Maybe his or her spouse has a job offer nearby, but another possibility is that the candidate simply isn’t that competitive but stil
... See moreDaniel Gross • Talent: How to Identify Energizers, Creatives, and Winners Around the World
The first failure point of hiring is not being crystal clear about what you really want the person you hire to accomplish.
Randy Street • Who: The A Method for Hiring
Conventional hiring processes are designed to recruit the most skilled people to fill a specific role at the right price. The experience can feel dehumanizing — it’s laden with unwritten rules, negotiation, posturing, and indirect communication (if you’re lucky) through recruiters.
The process, at its core, is a transaction of resources. It’s not fi... See more
The process, at its core, is a transaction of resources. It’s not fi... See more
Sharan Bal • Hiring Humans, Not Resources
I also try to stick to the default assumption that “everyone is an A player at something.” It’s a more effective and more dynamic way to approach an interview—a live, fascinating puzzle to discover what the elephant and the rider do well—rather than going in with the purpose of determining whether someone is an A player in a binary, Manichean way. ... See more