I Learn a Lot Through Interviewing
Summary
- The more people you interview, the more you learn about each role. I usually interview between 10 and 15 people for a position, and this isn't a lot, especially when you're trying to learn.
- When you interview, focus on learning from each candidate. See what different backgrounds bring to the table.
- Think of recruiting like sales. If you're bad at sales after only selling three times, you haven't given it a fair chance. Recruiting is similar.
- People who do recruiting and people who do sales are essentially the same. Instead of pitching a product, you're pitching a company.
Video
How To Take Action
Action Plan for Implementing Key Strategies
Interview Widely and Learn
I would suggest interviewing more people for each role. Aim to talk to 10-15 candidates. This helps you learn what different backgrounds can bring to the table. It's a low-cost way to gather insights and get better at hiring.
Learn from Each Candidate
When you interview, focus on what each candidate teaches you. See how their experiences might benefit your business. Make notes on the strengths and skills of each person. This approach allows you to spot patterns and can lead to smarter hiring decisions.
Think of Recruiting like Sales
A good way of improving your recruiting is to treat it like sales. If you've only tried selling three times, you're not really experienced. The same goes for recruiting. The more you practice, the better you'll get. This approach doesn't require extra money, just more effort and time.
Pitch the Company, Not Just the Job
When recruiting, you're selling your company, just like you would sell a product. Highlight what makes your company special. Talk about the culture, the team, and the opportunities for growth. This makes your job offers more appealing and can attract better candidates.
Steps to Take Right Away
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Schedule More Interviews: Block out extra time in your calendar for more interviews per role. Even if it's a quick 15-minute call, more conversations will help.
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Prepare Questions: Make a list of questions to ask each candidate. Focus on what you want to learn about their background and skills.
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Analyze the Feedback: After each interview, jot down what you learned. Look for common themes and insights to refine your understanding of the role.
- Craft a Pitch: Develop a compelling pitch for your company. Highlight what makes it a great place to work. Practice delivering this pitch until it feels natural.
By implementing these strategies, you'll become more effective at hiring, leading to better team-building and ultimately, a stronger business.
Full Transcript
the more people you interview the more you will learn about each role when I say that I I will interview like between 10 and 15 people like for a roll that's not even a lot in the beginning when you're trying to learn it's like I'm trying to learn from these people and see like okay if I get somebody with this background what do I get if I get someone with this background what do I get it's like saying I'm bad at sales and I've only sold like three times oh and like I kind of half ass and I did a discount for my sale recruiting and sales are the same person doing it like people who do recruiting and people who do sales same Avatar you're pitching a company rather than a product you know
