Ask yourself this question, “What do employers owe the people they do not hire?” Brooke Allen’s answer from “How my life was changed when I began caring about the people I did not hire” offers three great suggestions for the startup hiring process.
- Information on where they stand.
- An explanation of what they are doing wrong.
- Help improving.
Most bootstrappers offer cash and equity for cofounders and employees. Brooke Allen took it much further: he committed to helping everyone who applied and invested energy in understanding his business needs. This is fantastic idea.
Be Strategic: Your Hiring Process Can Foster
Goodwill And Long Term Relationships
Even though most bootstrappers cannot run a multi-week training course as he did they can still play a “long game” and do what they can to treat applicants as potential partners and members of a common interest group. This approach lays the groundwork for a variety of different types of future collaboration, not the least of which is to encourage the ones who were not selected to make you aware of potential opportunities as a way to reciprocate for the assistance that you provided.
Bootstrappers cannot let transactional thinking and urgent hiring needs crowd out the benefits of long term thinking.
- One Google Hiring Policy You Should Avoid: there are many criteria to consider in a hiring policy, but college GPA has to be one of the least useful indicators of future success.
Update–And Now Google Agrees: from a June 2013 interview with Laszlo Bock, senior vice president of people operations at Google: “One of the things we’ve seen from all our data crunching is that G.P.A.’s are worthless as a criteria for hiring, and test scores are worthless — no correlation at all except for brand-new college grads, where there’s a slight correlation. Google famously used to ask everyone for a transcript and G.P.A.’s and test scores, but we don’t anymore, unless you’re just a few years out of school. We found that they don’t predict anything.”
- Hiring A Startup’s First Salesperson
- Tips for Hiring (and Firing) a Sales Person three simple tests that any sales candidate should be able to pass before being hired: Show me a spreadsheet that demonstrates the ROI for a product. Write me a short article on something you know about. Call me and speak on the telephone.
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