Studying History: How Westward Expansion Still Inspires Small Businesses
How the Legacy of Westward Expansion Continues to Inspire Small Business Owners
Read more...Build the best team by lowering your job offer acceptance rate.
Most people go about giving a job offer in the wrong way.
They try to sell the candidate and win them over. There's a better
strategy.
As a hiring manager, your objective is to get great employees who are always
thinking about the challenges ahead, love their job, and are a good fit with
the company culture. It is possible, with the right interview, to
determine if someone is a great engineer ... but too often hiring managers only
go after people with great talent. They forget about fit and that's
because fit is so hard to interview for and assess.
One great way to determine fit is not to explicitly assess it all.
Instead, let the candidate make the choice and opt-out. We've been extraordinarily
successful at hiring here at Rapleaf and that's because we encourage candidates
to turn us down.
First, don't use the offer as an opportunity to sell the candidate.
Try to be honest and open with each candidate. Tell them your goal for all
employees is for them to love their jobs and that they should not take the job
if they have doubts. You've only been able evaluate the person for a
dozen hours - but the candidate has known herself all her life. She
will be a much better judge if she fits the culture.
Next, be completely honest about the culture. At Rapleaf, we
take at least 15 minutes to spell out, in detail, the company
culture. Tell them your organization's quirks and what is expected
of employees. Some of the many things that are particular to Rapleaf that
we tell all candidates:
Really talk through the culture during the offer. If you want your
employees to work long hours, you better tell them that is expected before they
accept the offer. Conversely, if you believe strongly in a 40-hour
workweek, tell the candidate because many people are looking to change the
world and they want to work with people who really make the company mission a
priority.
The essential take-away is not to sugar-coat the experience. Be
completely honest.
Then, tell the candidates your concerns about them. Tell
them what you like about them and what they will need to improve upon to be a
productive employee. And tell them not to take the job if they don't
think they can make those improvements. This is the toughest thing for a
hiring manager to do but it is important because it really sets the
expectations.
Fourth, don't give candidates a long time to make a decision.
Two days is fair. If they don't know they want to work for you in
two days, then they should probably turn down your job offer.
And give a salary that is a bit below market. You want to make
sure candidates REALLY want to work at your company. Then you
should make sure you take care of your employees and give them frequent raises
so they end up being paid above market. This way you get the both
worlds - employees who are really excited about the company and who are happy
that they are appreciated by management (because of the frequent
raises).
Your goal as a hiring manager is get the best team member, not just the best
athlete. If you're managing a basketball team, you want someone
that is a great player. But you also need someone that will work
well with the other team members and makes them all better.
Read more from Auren Hoffman at https://summation.typepad.com
How the Legacy of Westward Expansion Continues to Inspire Small Business Owners
Read more...Top three lessons learned: Stay Humble; Don't Quit; Show Up
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