Hiring your first employee is a balancing act between finding the right candidate and protecting the future of your company. By taking your time and looking for a well-qualified, personable candidate, you can hire an employee that will be an asset and not a threat to your business.
We need to be careful not to assume that individuals are guaranteed to repeat past behavior. Such assumptions can limit a person's ability to learn and grow. But, how can we know if an employee is going to repeat past behavior such as illicit drug use, theft, or bribery?
Why is it that some truly amazing social entrepreneurship ventures never get off the ground? Or why do some concepts and programs with every reason to succeed and thrive only achieve a modicum of success, and then die?
When I interview someone, I tell them I don't care about their résumé. I only care about two things. I don't want to know anything else, because everything else is puffery, status signaling, or bullshit.
Hiring the right employees for any size company can be extremely difficult and very time-consuming. Nevertheless, recruiting top workers should be a priority for every firm -- and your company should be no different.
As the labor market begins to recover and loosen up, job applicants will naturally have more options of potential employers -- including whether to sign on at a large, established firm or to look for work at a startup instead.
In today's volatile economic environment, success amid global competition and technological change requires workers to take charge of their careers. Committing to continuous skill development is an essential step to increasing your employability and career prospects.
It's easy to be imprecise about what kind of "smart" we are looking for when hiring. Asking, "is someone smart" is a simple way to screen a candidate. Just be sure that you're not going from being simple to being simplistic. Know what you need and where you need it.