Welcome to Day 78 of the 90-Day Comeback Challenge. Today we discuss the hiring process: How do I hire new employees? What do I pay particular attention to, what are different methods, and what personal experiences would I pass on to you? Find out in this article.
The Three Major Groups When Evaluating a Candidate
When you want to hire someone, there are three major areas you should focus on: skills, experience, and team culture. Skills refer to what someone can do, how proficient they are in specific technical or professional areas. Experience, on the other hand, shows how long and in which fields someone has worked. However, in my opinion, team culture, or better said, alignment with our core values, is the most important.
Experience vs. Skills
It is often mistakenly assumed that experience and skills go hand in hand. This is not always the case. Someone can have a lot of experience in a certain area but may not necessarily be up to date with the latest technologies or methods. On the other hand, someone with less experience can be extremely proficient in a particular skill set. So, the decision largely depends on what your team needs at the moment. For example, if we need someone to support us in taking a company public, it’s more important that this person has already taken a company public than having deep knowledge in the crypto sector.
Team Culture Is More Important Than Anything Else
Even though experience and skills are important, I personally place the greatest value on alignment with our team principles. This is where so-called “Behavioral Questions” come into play to determine how a candidate reacts in specific situations. Amazon has strongly influenced this type of questioning, and I highly recommend looking into it. If someone has the best skills and the most experience but doesn’t fit our team culture, it will lead to problems in the long run.
When Should You Promote Internally?
Promoting internally is often the better path because the person already embodies the team principles. Skills can be learned, but if someone doesn’t fit our culture, it doesn’t make sense to put them in a higher position. I’ve made mistakes in the past by hiring people based on their experience, even though they didn’t fit our team culture. In the end, it caused more problems than it solved.
When Should You Hire Someone from Outside?
Bringing in new people from outside should happen when you need specific experience or skills that no one on your team currently has. But even here, it’s crucial to focus on team principles. It’s easier to promote someone internally who already knows and lives the culture.
Conclusion
Making the right decision on whether to promote someone internally or hire externally is not always easy. It requires a good sense of the needs of your team. Always remember: team culture is more important than anything else. Skills can be learned, but the right attitude and alignment with core values are crucial for long-term success.
If you have any questions or need further advice, feel free to let me know. And if you don’t want to miss anything, subscribe to my channel and join me again tomorrow.
Have a great Wednesday, and see you tomorrow!
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Your Julian
Entrepreneur / Investor / Athlete / Father
