Post from: MAPpingCompanySuccess
What do you look for in your candidates?
How important is college?
Do you focus on GPAs?
Google homogenized it’s workforce by using an algorithm that measured people in terms of their similarity to current googlers (but I think that has changed).
Some managers are so naïve/dumb/lazy that they hire based on Klout scores.
EMANIO created a hiring manifesto to define its approach.
Some people think certain questions are the secret to good hiring, and while they are useful they aren’t silver bullets.
However, good questions asked correctly can tell you how the candidate thinks, which is far more valuable than where they went to school, previously worked, position held or even current skills. This is especially true if your goal is to increase creativity and innovation.
For those bosses who think that hiring is a waste of time, not to mention a pain in the patootie, I remind you that the only thing more important than acquiring talent is keeping what you have.
And if doing a good job isn’t enough, keep in mind that as a boss (any kind/any level) your reviews/raises are a function of your team’s performance not just your own.
For more how-to-hire knowledge read my Insanely series.
Flickr image credit: Kristina D.C. Hoeppner