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Start to Build: How to evolve your hiring

• Transitioning from Start to Build stage is a transformative phase for startups, requiring a shift from creative chaos to structured operations.
• In this podcast, we explore challenges and opportunities during this transition, especially in recruitment and hiring.
• Insights are shared by guest speakers Jarrad Kabral (VP of Engineering) and Ed Ross (Director of Talent), offering their experiences in building high-performing teams during this critical growth phase.

Impact of Inconsistency in Hiring

• Inconsistent hiring processes result in uneven skill sets, negatively impacting competence within the workforce.
• Poor candidate experience due to varying criteria and expectations harms the company's reputation.
• Trust and consistency are crucial; inconsistent processes slow down hiring and hinder data-driven decisions.
• Maintaining consistency ensures the right talent is selected, streamlines hiring, and creates a positive candidate experience, vital for business growth.

Hiring Strategy

• Define the New Normal: Recalibrate hiring criteria to align with evolving business needs.
• No Exceptions to the Bar: Ensure every hire follows the defined process without exceptions.
• Maintain Cultural Alignment: Preserve and quantify cultural elements, involving all leaders in aligning cultural expectations.

Key Principles

•  Right Leaders in Place: Leadership must align with culture, values, and hiring objectives.
•  Communication and Alignment: Maintain clear communication about the shift from Start to Build stage.
•  Values-Driven Culture: Emphasise company values in hiring to create a cohesive and consistent experience.

Process

• Standardised Interview Processes: Ensure similarity in interview processes across departments.
• Calibration: Align expectations among stakeholders for consistent decision-making.
• Process Mapping: Visualise the entire hiring journey to identify bottlenecks and improve the candidate experience.

Data

• Productivity Metrics: Measure outputs, like "Hires per Recruiter per Quarter," for team efficiency.
• Process Efficiency Metrics: Track time-to-fill, time-to-hire, and time-to-source to optimise the workflow.
• Input Metrics: Assess candidate quality and quantity entering the recruitment funnel.
• Quality of Hire: Analyse feedback to improve hiring processes.
• Choose tools that align with specific needs and provide practical solutions.

Structure

• Empower recruiters to drive best practices and uphold hiring standards.
• Recruiters should take ownership, focusing on quality over quantity.
• Encourage a 360-degree approach where recruiters engage with all aspects of the hiring process.
• Prioritise collaboration and ownership over a specific org chart structure.

Capabilities

•   Recruiters must evolve into true partners, capable of autonomous decision-making.
•   Establish clear roles and responsibilities within the team.
•   Foster a collaborative and communicative team to navigate growth effectively.

Pitfalls to Avoid in Transition

Take-away from Ed:

• Avoid over-reliance on a single individual for hiring; distribute responsibilities.
• Maintain consistency in hiring processes across different departments.
• Establish a standardised hiring approach for the entire organisation.

Take-away from Jarrad:

• Maintain a high talent bar and avoid compromising on quality, even under pressure.
• Deliberately transition the hiring process to a refined and organised approach.
• Treat the transition as a significant shift in mindset and strategy for meaningful change within the organisation.

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