SIX Insights to keep in mind while hiring
In the fast-paced IT sector, hiring isn't just another task on your to-do list—it's a critical component that shapes your company's success both today and tomorrow.Yet, many founders, especially in their company's early stages, fall into traps that can really affect their hiring efforts. With our years of experience in actively scaling diverse teams and interviewing thousands of candidates, we've seen our hiring decisions play out over 5+ years in the company. We've learned so much along that way and are excited to share our experiences, some common mistakes we've encountered, and a few helpful (we really hope so:)) tips.
Rushing the hire: Often, there's a push to build the team fast. This rush can lead to picking someone based on a first impression instead of a detailed evaluation, which can end up being a costly mistake. And sometimes, in the hurry, obvious red flags are overlooked in hopes that things will somehow work out.
Prolonged process: While you don't want to rush, you also shouldn't drag out the hiring process once you find the right candidate. If you've found a good match, go ahead and make an offer before someone else hires them.
Сognitive bias: It's easy for hiring managers to make decisions based on their personal impressions—like thinking a candidate doesn't seem enthusiastic enough or doubting their ability without solid evidence. But it’s crucial to focus on detailed interviews that really dig into whether a candidate’s skills and experience match what you need and whether they’ll gel with your company culture.
Ignoring soft skills importance: Sure, technical skills are key in IT, but don't forget about soft skills and whether newcomers will fit well with your team. People who are great communicators and adaptable often turn out to be invaluable, especially as your company evolves and faces new challenges.
Overselling the job: In an effort to attract top talent, some interviewers cross the line and start "overselling" the company, presenting future aspirations as if they are the current reality. But if candidates come on board under false expectations, they're likely to leave quickly once they see the reality, which can be a big setback.
Undefined expectations: When you’re looking to fill a position, make sure you’re clear about the current challenges and needs of your company. Hire someone who can address those specific issues now, not just someone who might be right for where you hope to be in a few years. Misaligning this can slow down progress and waste resources.
Finding the right person for a job is like finding a key piece of a puzzle—they should fit just right and help bring the whole picture together.It's about seeing the bigger picture of how a candidate can contribute to your company's journey. They bring skills and new ideas that can drive your business forward, while a bad fit can slow progress.
Effective hiring takes skills, patience, and strategic thinking. If you're not confident in handling this process alone, that’s what we’re here for—to guide you and make sure you find the right people to help your business thrive.
Rushing the hire: Often, there's a push to build the team fast. This rush can lead to picking someone based on a first impression instead of a detailed evaluation, which can end up being a costly mistake. And sometimes, in the hurry, obvious red flags are overlooked in hopes that things will somehow work out.
Prolonged process: While you don't want to rush, you also shouldn't drag out the hiring process once you find the right candidate. If you've found a good match, go ahead and make an offer before someone else hires them.
Сognitive bias: It's easy for hiring managers to make decisions based on their personal impressions—like thinking a candidate doesn't seem enthusiastic enough or doubting their ability without solid evidence. But it’s crucial to focus on detailed interviews that really dig into whether a candidate’s skills and experience match what you need and whether they’ll gel with your company culture.
Ignoring soft skills importance: Sure, technical skills are key in IT, but don't forget about soft skills and whether newcomers will fit well with your team. People who are great communicators and adaptable often turn out to be invaluable, especially as your company evolves and faces new challenges.
Overselling the job: In an effort to attract top talent, some interviewers cross the line and start "overselling" the company, presenting future aspirations as if they are the current reality. But if candidates come on board under false expectations, they're likely to leave quickly once they see the reality, which can be a big setback.
Undefined expectations: When you’re looking to fill a position, make sure you’re clear about the current challenges and needs of your company. Hire someone who can address those specific issues now, not just someone who might be right for where you hope to be in a few years. Misaligning this can slow down progress and waste resources.
Finding the right person for a job is like finding a key piece of a puzzle—they should fit just right and help bring the whole picture together.It's about seeing the bigger picture of how a candidate can contribute to your company's journey. They bring skills and new ideas that can drive your business forward, while a bad fit can slow progress.
Effective hiring takes skills, patience, and strategic thinking. If you're not confident in handling this process alone, that’s what we’re here for—to guide you and make sure you find the right people to help your business thrive.
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