Hire Intelligence
summary
Company growth from 4 to about 48 people drives hiring changes: always be recruiting, use referrals and university partnerships, and avoid recruiters for general hires. Evaluate potential over CV with staged programming tests (deliberately missing pieces to see who asks questions), run a graduate intake (218 applicants for eight spots) with mentors, enforce probation periods and use fixed-term contracts early, advertise in diverse channels, and track retention (three departures in three years) while onboarding through mentors and clear expectations.
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chapters (26)
- 0:00Start
- 0:09Founder and Director Mighty Kingdom
- 0:50How do I hire people?
- 1:10How do I not screw up my company?
- 2:45Understand the purpose of your company
- 3:50Know yourself
- 4:38Have a vision and a plan to get there
- 5:32Your first hire
- 6:47Hiring based on need
- 7:12Panic hiring
- 7:50Always be hiring • Distribute the responsibility • Focus on long term value • Use fixed term contracts (but understand the downside) • Enforce your probation period
- 11:20Management
- 11:46Step back from the tools
- 12:11You don't have to be the boss
- 13:14Where do you find good people?
- 17:43What does your ideal workplace look like?
- 19:12Diversity
- 19:24A diverse workforce outperforms a homogenous one
- 20:57Hire the best candidate
- 24:50Understand unconscious biases, and mitigate them
- 27:16It doesn't stop when your employee starts
- 28:55Retaining good people
- 29:41Create an environment where people can succeed
- 30:52Revisit and revise your plan again and again
- 32:35How you hire is a reflection of your culture
- 35:48Questions?
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