Your sub-par hiring experience comes through strongly here. Good on you for turning it into something positive with a solution mindset and a practical kit to help others 💜
Thanks Richard! Bit of a professional habit to turn insights into strategic frameworks ;) But this 'sub-par' experience really did help assemble the four corners of the on-brand hiring puzzle. With 14 years building & training marketing teams I've learned that the best hiring processes assess how candidates think and adapt rather than just what they've done. And they leave feeling valued and with a positive experience of the company, hired or not. (Disappointed maybe, but not crushed!)
The CV rarely lists the most important skills I'm looking for, like: how people solve problems, process information, and navigate complexity, so I have to identify signals, translate the signals into selection criteria, and then - as Mike Stephens did - reverse engineer a step or task that will surface that skill/ characteristic. No easy feat and requires supreme strategic thinking. Making the whole process kind, respectful and on-brand is an extra layer of challenge, but it's not the cherry 🍒 it's the actual cake 🎂
When hiring a COO for a digital healthcare company I designed a process that assessed the specific traits needed beyond what we usually see on a CV:
1. 60-sec recorded video intro to evaluate confidence and communication
2. CEO interview to assess intellectual compatibility
3. Informal 'chemistry call' with me (CMO) about business realities
4. One-page operational strategy for a fictional company to demonstrate strategic thinking & approach to business growth
5. Frank discussion with the CEO about priority business challenges to reveal problem-solving approach
We found a GREAT COO! I guess it's really about hiring that's strategic AND on-brand 🎯
Your sub-par hiring experience comes through strongly here. Good on you for turning it into something positive with a solution mindset and a practical kit to help others 💜
Thanks Richard! Bit of a professional habit to turn insights into strategic frameworks ;) But this 'sub-par' experience really did help assemble the four corners of the on-brand hiring puzzle. With 14 years building & training marketing teams I've learned that the best hiring processes assess how candidates think and adapt rather than just what they've done. And they leave feeling valued and with a positive experience of the company, hired or not. (Disappointed maybe, but not crushed!)
The CV rarely lists the most important skills I'm looking for, like: how people solve problems, process information, and navigate complexity, so I have to identify signals, translate the signals into selection criteria, and then - as Mike Stephens did - reverse engineer a step or task that will surface that skill/ characteristic. No easy feat and requires supreme strategic thinking. Making the whole process kind, respectful and on-brand is an extra layer of challenge, but it's not the cherry 🍒 it's the actual cake 🎂
When hiring a COO for a digital healthcare company I designed a process that assessed the specific traits needed beyond what we usually see on a CV:
1. 60-sec recorded video intro to evaluate confidence and communication
2. CEO interview to assess intellectual compatibility
3. Informal 'chemistry call' with me (CMO) about business realities
4. One-page operational strategy for a fictional company to demonstrate strategic thinking & approach to business growth
5. Frank discussion with the CEO about priority business challenges to reveal problem-solving approach
We found a GREAT COO! I guess it's really about hiring that's strategic AND on-brand 🎯