By: Talia Goldstein, CEO of Three Day Rule
It’s no secret that a company’s success is largely determined by the enthusiasm and passion of the employees that work within its walls. Great employees aren’t easy to come by. We’ve all learned that the candidate that nails the grueling interview process isn’t always the candidate that’s willing to stay the extra hours or come in on a day off to help out with a work emergency. So how do you know if you are hiring “the one?”
As a company that is growing rapidly, we have spent a great deal of time obsessing over our own hiring process. As a result, I feel lucky to have built an amazing team of unique, dedicated individuals that are passionate about our mission. I am proud to say that many of our Three Day Rule employees left their prestigious corporate jobs to join our close-knit team. Throughout this process, I’ve come up with a few of my own pointers to ensure that you only hire people who you feel proud to represent your company. I present you with my findings:
1) You should fiercely admire the people you hire. They should complement your strengths and be better than you in areas that you know could be stronger. You should look up to them and admire their past achievements and work ethic.
2) You should absolutely trust your gut. If any part of you wonders if they are the right fit, it’s not right. You should be completely sure before making an offer to someone. If you end up not hiring someone because you had some lingering doubts, you might lament over the unknown of the “what if”. On the flip side, if you end up making an offer despite your doubts and it doesn’t work out, you will be kicking yourself for having known better. We’d rather choose the first scenario.
3) You should like a candidate so much that you would risk tattooing their name on your arm. Not only do you spend the majority of your day with your fellow employees, but you have to believe in them, like them as people, and want to back them up in times of need.
4) Get multiple opinions. If not, you will end up hiring the same type of candidate time and time again. Studies have have shown that managers tend to hire people who remind them of themselves. It’s important to have a diverse team so remember to get input from others before making a final offer decision.
5) Vet a candidate through their prospective peers. If their peers have a stake in the hiring process, they will be more supportive and helpful when it comes to helping the new hire succeed in the role. This will also bring to light any major aversions anyone may have to the new hire.