Hire Faster by Interviewing Deeper with Kison Patel of MAScience & DealRoom

As an entrepreneur, we all share one thing in common. Every single one of us has made a bad hire.

Let’s define what a bad hire is. A bad hire is what happens when our need to fill something quickly overrides our logic. The interview process gets rushed, red flags get overlooked, and… Just like that, you have hired a person who is nothing more than a seat filler. We all hope that the person will work out but we know deep down we just made a bad hire.

Here’s the truth: You can still hire quickly when you slow down your interview process. Less steps, more quality time. Going deep is the only way to uncover the fit of the individual into the culture of the organization.

Today we discuss:

Why we continually make bad hires & when to break the cycle

How to go deeper while moving faster

Kison’s Hiring Story:

Hired the first 5 people who responded to his craigslist ad

Flannel shirt, BO guy who sent video rants. 

Went through a year and a half of harassment. 

Challenge today?

Hiring across functions

Organic vs outside leaders 

Be proactive about letting people go

Talent you need with goals your trying to achieve

1 of 8 hires was a bad hire in 2021

Development function & Marketing is really mature, low attrition

Why is this important to the company?

Learning

When to take a passive hiring approach

Knowing key roles, CFO, Demand Gen… get to know those people and courting 

Centralizing the hiring 

Rick’s Nuggets

My bad hire story

Friend no more - The relationship ending was on me!

Expectations Alignment document (write it down!)

Root of the issue: expectation alignment

Not sharing the same values

Process allows people to take you seriously

Interview: less questions, more depth

How do we solve the problem? 

Accountability

Shifted from founder hiring to leaders

Stepping back and optimizing leads

One person that didn't work out came through a search firm

Being systematic

Pragmatic in having a comprehensive scope

Do more passive recruiting

Test project 24 hours

Closing people

Ended to end in 10 days 

Keeping things compressed

*** Write the offer letter on the phone with the person

Rick’s Nuggets

For critical hires:

Create an expectations document (Positioning & Accountability)

Why (pain)

Desire (do we both want the same thing?- positioning)

“Positioning is the single largest influence on the buying decision.” -Geoffrey A. Moore, Crossing the Chasm

Impact (growth plan)

Outline & communicate your process

People check out with time & poor communication

Provide active feedback

Timing

Time + communication + feedback = Hire

Less time, more depth

Empower each person to be a decision maker

Key Takeaways that the Audience can plug into their business today!  -Value:

Identify and build your company's core values

Utilize your referrals and be proactive with recruiting

Guest Links

LinkedIn: https://www.linkedin.com/in/kisonpatel/ Company: https://www.mascience.com/ LinkedIn: https://www.linkedin.com/company/mascience/ Twitter: https://twitter.com/dealroominc?lang=en Website: https://kisonpatel.com/

Host Links:

LinkedIn: https://www.linkedin.com/in/rick-girard-07722/ Company: https://www.stridesearch.com/ Podcast: https://www.hirepowerradio.com Authored: "Healing Career Wounds" https://amzn.to/3tGbtre HireOS inquiry: [email protected]

Episode Sponsor: Criteria Corp: https://www.criteriacorp.com/