About Hiring
Some bullet-point-love on what I’ve retained both from my experience and my casual readings on the topic. All of them apply (at least) for a small, young and creative startup without intentions to grow too much.
- You’ll want to attract talent, not run after it
- Until you don’t have the team-spirit, scale and identity to do that, some out-of-the-box ads are the way to get the out-of-the-box talent’s attention
- An Interview is a two-way communication. You have to sell the opportunity and see if the person falls in love with what you have to offer (I’m not talking money here). If not, it’s not worth forcing the motivation
- An Interview is not about the CV. Actually, I don’t even look at CV’s anymore. With designers, a quick glimpse at the portfolio will do it, with developers, it’s about feeling the passion and ideas.
- Hire those who you imagine as potentially becoming your friends
- Hire those who you respect and admire
- Hire those who will bring a challenge to your company - if they don’t, than it’s because they will bring nothing new
- Usually half of the people you hire are failures and will have to leave - accept that
- And the obvious: answer to all applications, and make every interview an opportunity to exchange ideas and knowledge. It’s a small world!
