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Why the 30, 60, 90 Day Job Posting Wins Hires with Dan Moore of Vaporware

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Our guests today: Dan Moore, Co-Founder & CEO of Vaporware

Dan is a trained computer scientist who helps clients craft ideas into scalable products. Always one for over-communication and compulsive attention to detail. 

Dan co-founded Vaporware to help entrepreneurs take their software ideas to market. Over the past 7 years he has helped Vaporware deliver dozens of apps in Human Resources, Staffing, and Recruiting—all while building vaporware into a stellar organization. 

Hiring a bench of developers, designers, and product managers is a challenge for any organization, but Dan has created 2 expert teams that combines all 3 roles at Vaporware.

Today we discuss:

  • The 30,60,90 job posting; What it is & how it works
  • How to build it for hiring success!

    • What is a 30/60/90 job posting?

    • A better way to do job postings to find the right candidates.
  • A list of objectives at different checkpoints (30-60-90 days)
  • Designed to ensure proper onboarding and culture fit before the company invests too much.

    • What happened to drive this solution?

    • Created out of personal desire because of the experience from prior companies- escape from past experiences
  • How would we want to be hired?
  • Tailoring to culture fit is much more important
  • Allow people to do different things within one company
  • Not looking at what they have but looking around …. 

    • Why is this important to the company? Yes can meet those objectives!

    • Limits company risk
  • Shifts away from skills
  • Keeping people onboard
  • Retain people longer from 3-6 months to up over 4+ years
  • Bottom line, higher attraction of more seasoned employees

    • Rick’s Nuggets

    • 90 day performance metrics are a necessity for a successful hire
  • Sets up the framework for the communication and expectation structure
  • Clear guide of what needs to be accomplished by when

    • How do we build out a 90 day plan?

    • Start with the end goal (6 months to a year) 
    • Stay with us forever: They’re bought into the mission and helping us define it
  • Figure out how we can evaluate that in the first 90 days (limit our investment)
  • Question what is realistic in 90 days?
  • To get to 90 days
    • Negotiation between desires and realism.
  • Hope for the best but don’t negotiate your minimum expectations
  • Define 60 and 30
    • Break out what needs to happen for 90 to be successful = 60 days
  • Break out what needs to happen for 60 to be successful = 30 days
  • Keep flexible enough for applicant to define their own OKRs within that framework
  • Post into job listing. Applicants can define OKRs (Objectives and Key Results) within that posting
    • Reverse engineer what needs to be
  • What are the OKRs
  • Set up framework for people to self manage their goals
  • Break things down into strategy
  • Compelling ability to break things down for company
  • Autonomy, bring people who are smarter and can teach us something

    • Rick’s Nuggets

    • Additional formatting for the job add to attract passive people
    • What’s in it for me?
  • Solution
  • Performance metrics
  • Call to Action!

    • Key Takeaways:

    1. Align to culture first
  • Have a 90 day plan
  • Review and adjust the plan as you go

    • Full video of today's #hirepowerradio show available on YouTube

    Guest Contact:

    Vaporware website or Email: [email protected]

    Links

    Website: Vaporware 

    Vaporware's Sample: 30,60,90

     

    #hirepowerradio #vaporware #hiring #founder #startup #business

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