How to Hire Someone

Here it is, the final version. Only 36% of the offers that are extended are accepted.  After months of annoyance, you finally found someone that you want to make an offer to, just to have them turn it down. Now you are now back to the starting line. Argh! You can solve this problem with this simple advice.  

I’m here to remind you that hiring someone is not an easy process, but it can be simplified. You’ve probably hired someone before, maybe more than one.  Maybe you’ve built international teams of the most amazing cast of stars since Ocean's 11.

We’re not talking about attrition here, just attraction. Here are some helpful reminders and guidelines for hiring someone.  Sometimes the simplest of reminders is all you needed to remember to buy milk on your way home from work or feed the parking meter.  We all want the same result: to build an amazing team.

1. Identify why you are hiring someone anyway.  Identify why you need someone, then write down exactly what you want someone to do.  This is your job description.  By understanding your needs and desires, the process will unfold itself much clearer.  Is the work piling up? Who is doing the work without this person there? What is the goal of your newest addition?  Know why you need someone before you start listing what you want someone to know.

2. Interview.  Sounds too simple, almost elementary.  The hard fact is that unless you interview people, you won’t hire anyone.  You have never offered a great resume a job without interviewing that person. You’ve read the most ridiculous resume ever written, almost too good to be true.  You saw every buzz word, bullet-point and educational criteria you could imagine. You interviewed that person like everyone else, you were just more excited.

It's just an interview!  Take a few minutes and talk to someone!  I’m not suggesting you speak to the Junior Developer that applied for the VP Engineering role, but if the background has potential, give it a shot.  At worst, you spent 10-15 minutes on the phone with someone. At best, you found a hidden gem that is your next prodigy.

3. No one is “perfect”.  If you’re waiting for perfect, get used to waiting.  A resume is just a representation of their history and accomplishments.  A lot of these have most likely been either embellished or modified to possibly fit the job.  Wait, people do this? Yes, it's true.

4. People hire people, not resumes.  You are a person.  You got hired at your current job for reasons probably not listed on page 1 of your resume.  You probably didn’t match all the buzz words, but they interviewed you anyway. You walked in and showed what you’re capable of and they then hired you.  Now here you are. No one hired your resume, they hired YOU!

5. Recruit them.  Remember, you WANT people to work there.  People can’t just be qualified, they have to be interested as well.  Recruiting involves attracting people to the company and the job.  This may also require some sales skills on your end to remind them why you took the job there in the first place.  They are interviewing you too.  Just because it sucks, it doesn’t mean it isn’t true. 

6. Be realistic! This will probably anger you, but are your demands in line with the job? You want the person that wrote the original algorithmic search formula that Google patented, with an advanced degree in Computer Engineering from an Ivy League school.  You’re willing to pay them in Equity, Doritos and Red Bull. Your argument is that “they need to understand the opportunity to work in a company that will disrupt the industry while innovating groundbreaking (insert whatever other buzzwords imaginable)...”.  I’m not suggesting Doritos aren’t amazing, nor do you have a $500k budget, but do you ever wonder why the job has been open for 6 months?  I’ll give you a hint, it’s probably not due to a lack of qualified and interested candidates.

7. People don’t make lateral moves.  You probably didn’t either.  Why would a Lead Engineer that’s been doing the same job for the last 3 years for your competitor want to do the exact same job for you? “But they need to understand that we’re disrupting the industry!” Look for the person that will be challenged by the role in front of them and allow them to grow their careers at your brand.  You’ll win their loyalty and they will most likely surprise you with what they are capable of...but that’s attrition, which I promised not to talk about here. Unless you’re a CTO looking for the next best and biggest thing, you’re not interested in moving your career sideways, let alone backward.  Neither are they.

8. Momentum, momentum, momentum...keep those fires burning! If you meet someone that you potentially see as your newest employee, don’t wait 2 weeks to follow up with them.  Not only will they have about 237 other job opportunities in their inbox, but that fire has long been extinguished. Even if its a casual call, email or friendly chat over coffee while you’re interviewing other potential fits for the role, don’t let someone potentially great slip away just because you thought they would sit by their phone anxiously waiting for you with bated breath.  You didn’t wait, why would they?

9. Make an offer that will get accepted!  I understand you’re working within a budget.  Money isn’t free unless you’re Google (this is not a proven fact, but it feels like it).  You have benefits, 401k, equity, PTO, Ping Pong, lunches, a kegerator and all the upside in the world.  All this is awesome! However, if they’re looking for $160k and you decide to offer them $125k, don’t be surprised if you never hear from them again.  Everything is negotiable, but don’t insult someone. Chances are that your current salary isn’t exactly what you dreamt about, but you didn’t take a ridiculous pay cut just for Summer Fridays and Hawaiian Shirt Day.  Communicate around what is ideal and what is desirable, then come up with a figure that is fair for all parties involved. Make a strong offer and let them know you want them working here!    

This is by no means biblical, but it's a great start.  Attracting talent in a crazy market is difficult to do.  Getting the talent that you’ve attracted to leave their current role and accept a position with you even more difficult.  It’s okay to be a little humble in this climate. We’re all looking for the same type of people. Happy Hiring!!

Your friends at Averity