This is why
I encourage and often end up creating a collaborative culture in all the companies I work in, which is why my hiring method relies on carefully picked stakeholders who really have a stake in my hire.
Each company is different and has it’s own unique set of people who are looking for likeminded individuals to work with them. One of the most frequent culture aspects to companies which are doing really well, is that everybody is doing what they enjoy in a collaborative manner. So guess what.. I’m definitely a big fan of that one, and everyone tends to agree, so guess what.. I say, make it so, almost Jean-Luc Picard (StarTrek) way!
Stakeholders are super important here, and they should act as an additional filter for culture and competency fit in their particular domain, to see whether candidate will understand what future tasks are likely to be because they come from stakeholders in any case. Also, what better way to hire the right culture fit than to give each “culture stake holder” red flag privileges?
My Hiring Process did not overload a single Stakeholder, meaning they were willing to find time for the interview making it more likely that the hire will actually occur, and here is my hiring process so far…
1) Pin point 3 good recruitment agencies. Recruitment is pretty dynamic, things change, agencies who were good yesterday are no good today, so assess at the time and judge quickly and effectively, and there is no excuses here, you need to know more than just tech here if you are in a position to hire elite techs.
2) Receive only credible candidates due to good specs. You need to know the tech industry and how it evolved over a long period of time if you want to get this right.
3) 30min tech call x3 candidates inside a short time span max 3 days. Why 3? You can’t focus on more at a time effectively, and you need a comparison.
4) 5min check of tech test results. Here is a top secret as a thank you for reading my article…. A lot of highly credible elite developers in this world are starting to wind down their tech skills and you want to hire those who are not doing that.
5) 30min face to face by 3 stakeholders. This part is uber important, pick your stakeholders early in the game, because in a great company culture, stakeholders are not off limits to developers, and all need to be able to communicate and collaborate transparently.
6) 45min final interview with CEO. CEO’s should never waste their time on a flood of candidates who have not been validated by all other stakeholders already. What is the point of a tech leader if only non credible tech candidates arrive at the CEO table, then you might as well hire a bunch of non technical middle managers to run your tech. You should definitely have a strategic aspect to you, and forward thinking, for example what happens if this recruit doesn’t work out in 3 months time, what is the plan B?
Result = Time wasting is down to a theoretical minimum.
You are a nice person with a sufficient work ethic. How do I know?
1) I’ve learned from the best and will continue to learn… At one stage or another I’ve covered 3 primary master topics while interviewing you.
a) Ability & Intellect
b) Working in a Team
c) Impact & Focus
Thanks for reading!