If you improve their performance by 1%, you have converted 10 hours of your time into 200 hours of extra team productivity. Say you spend ten hours to train a group of ten people, who collectively work 20,000 hours in their first year. It is wonderfully high-leverage-each person spends 2,000 hours per year working for your company. Training new people is one of the most valuable activities a company can do. Only you have the global view of the hiring requirements, the company’s needs, and the interview team’s scoring. You can verify that the interviewer understands the criteria and how to grade the candidate. Conduct the interview and review the interview with each interviewer.Consider including outside domain experts. This should consist of two groups of people: 1) people who can assess the candidate’s functional performance, 2) people who can assess the candidate’s fit after joining. Write questions that test for these requirements.Don’t hire for someone you need in 24 months when you scale she’ll be useless up until that point. Don’t hire based on a resume-a VP of engineering from Google may be a terrible fit for your company.
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