Monday May 29, 2017
1) Hire from fields of study unrelated to the job position
"If I need a marketer, shouldn't I just hire a marketer?"
Well, yes... and no... Is this a senior position? Will this ideal candidate come to you with 20 years of experience in the field? Or is the position more of an entry to mid level opening? Do you have much knowledge of the field and position you're hiring for?
If you fall largely into the latter two criteria, it may do you a lot of good to hire applicants from a field that's slightly unrelated to the position. For example, I graduated with a degree in Video Game Design, and had specialized in Creative Writing, Production & Marketing. I applied for an entry level marketing position here at AllProWebTools, and was able to gain a lot of new knowledge while actually teaching them new things simultaneously. Apart from that, I had significant knowledge in User Experience/User Interface design for mobile applications. This was a skill I could readily translate to AllProWebTools (the product) and shed new light on features and design elements that they probably wouldn't have been able to get from someone directly out of the marketing field.
Another example could be hiring a psychology major with a flair for writing if you need a dedicated content writer - think about the possibilities for connection with your taget audience. These kinds of workarounds are always available to you, all you have to do is think outside of the box and not close yourself off to applicants you weren't expecting!
If you do choose to hire an applicant from a different field of study than the job opening, make sure they have the necessary skills you require and gauge their capacity to offer you skills you didn't know you needed. This is just a safe way of ensuring that you're still hiring the right person for the job.
2) Ambiverts make the best salespeople
While it can be tough to find true ambiverts, their mix of introversion and extroversion harmoniously collide to make them very effective at their job. While no person actually falls 100% on either side of the scale, most have introverted or extroverted tendencies. Both of which have distinct benefits and downsides:
Introverts are usually better listeners and can connect much deeper with a prospect, but lack the capacity for excessive small talk and conversation domination.
Extroverts excel at doing the talking and people are naturally drawn to them, but a prospect could feel like they aren't being heard and are just another lead to the salesperson.
I highly recommend reading this blog post from Hubspot, that gives you a larger overview of the entire topic.
3) Hire someone you already admire
Is there a blogger who's work you absolutely love? Is there a friend who's known for her product or service recommendations? Resources are all around you, you don't necessarily have to start the hiring process from the beginning.
Working with someone you already know and trust can ease a lot of stress, and create a better work environment to boot. Just make sure they understand that your friendship is a separate entity when compared to your work relationship.
4) You can't teach attitude
If you hire someone solely based on their scholastic achievements or the writing on their degree, you might be in for a rude awakening. Always hire someone based on their personality and how you feel they'll fit with your company culture. It doesn't matter if their technical skills are lacking in some departments (to some degree, this might affect their chances, but it should not be the sole defining factor if you can avoid it). Technical skills can always be learnt if the person is willing.
Attitude, however, cannot be taught. Keep that in mind the next time you go through the interview process.
5) Stop hosting boring old interviews
If you ask the same boring questions a candidate has been asked a hundred times over, you're going to get the same, refined, canned response they've saved just for you. Have some fun with your interviews, play games with them, keep them on their toes - you'll truly see the good and bad sides of their personalities this way. If you choose to interview them in a noisy area with a lot of distractions, you'll be able to gauge how good they are at concentrating. If you interview them in groups, you'll notice which of them have tendencies for backstabbing. Read our previous blog about Dave's unorthodox approach to conducting interviews. Seriously, it's a blast.