Your biggest step and where you should spend the most time is discovery. This involves you “setting up the scene”.
Ask yourself; who am I looking for, where will I find them, what’s interesting for them, what will they do in their first few weeks and a few months?
Answering these increases clarity, and with clarity comes the conviction necessary to make great hires.
They cover:
👉 [ 00:07:04 ] Most companies believe sourcing candidates is the epitome of their problems. And for most young graduates wanting to create a company, the most challenging factor is insourcing
👉 [ 00:11:04 ] HireSweet marketplace is a talent marketplace similar to hire.com. It’s the next evolution of the hiring agency because it allows you to manage a higher volume of candidates and clients while offering a white-glove experience
👉 [ 00:13:04 ] HireSweet CRM is a product you can use however you want. It is not limited to software engineering alone and is open to anyone looking to hire accountants, designers, sales, marketing, etc.
👉 [ 00:14:01 ] The early stages of discovery are the most crucial to getting outstanding talents. Discovery entails the following:
- Highlighting what you are looking for
- Setting up the job description
- Setting up Your scorecard
- Spending time to understand your target audience in your target markets
👉 [ 00:15:03 ] Very few recruiters think about what’s in the role for the candidates. It would be best if you put your wording right in the description for the role explaining in detail what’s interesting for them
👉 [ 00:15:36 ] Your biggest step and where you should spend the most time is discovery. This involves you “setting up the scene”. Here are a few questions to guide you:
- What am I looking for?
- Where will I find them?
- What’s interesting for them?
- What will they do in their first few weeks and a few months?
👉 [ 00:17:00] Mostly, it’s not about innovation but just doing things right. If you have the following:
- A good interviewing process
- You’re responsive to candidates
- You have a good candidate experience
- You are being transparent
👉 [ 00:18:00 ] Recently, people have been moving away from that “very shiny innovations” such as AI chatbots, video interviewing, etcetera. To a more humane and personal interview process
👉 [ 00:20:12] The first touch point with a candidate can be through a job post online via Email, LinkedIn, or a third party (hiring agency). You must have these all lined up clearly and keep iterating to improve them. Next, you track all your data and improve the initial stage
👉 [ 00:21:04 ] The main recruiting material is job descriptions. Using recorded videos for interviews is a growing trend. There will be a lot of innovation in the next few years in using recorded video for interviews
If you’re interested in getting team building tips from a successful founder, want a peek into being a founder in an unexplored niche, want to learn how to create an organic culture for your team, interested in knowing what it’s like to be a founder in an unfamiliar industry, want to build a cross-functional team and a team with the right atmosphere, tune in to this episode of The Gradience Podcast, a Podcast by Build Talent.
Subscribe here:
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👉 Email: podcast@buildtalent.io
And connect with Robin here:
👉 LinkedIn: https://www.linkedin.com/in/rbchoy/
👉 Twitter: https://twitter.com/robin_choy
👉 Website: https://www.hiresweet.com/
👉 Podcast: https://anchor.fm/aplayers
About the Show
“The Gradience” is a podcast by Build Talent & hosted by Nigel Robinson, wherein each episode, we’ll be speaking with a founder or expert as we discuss the art & science of hiring leaders, why it matters, and how you can keep up.
