Improve HR with a Rotational Onboarding Program and Peer-to-Peer Hiring

One important initiative at ING has been a new three-week onboarding program, also inspired by Zappos, that involves every employee spending at least one full week at the new Customer Loyalty Team operations call center taking customer calls. As they move around the key areas of the bank, new employees quickly establish their own informal networks and gain a deeper understanding of the business.

We have … [ Read more ]

Why You Should Interview People Who Turn Down a Job with Your Company

Successfully competing for top talent involves both selling jobs to the best candidates and retaining the highest performing incumbents. In order to be seen as an employer of choice with a compelling value proposition for employees, many companies measure turnover and conduct exit interviews with departing employees to gather feedback about the experiences people had working there and the reasons why they’re leaving. But a … [ Read more ]

Hiring Tips

Because you may have a long list of candidates, you should batch calls as often as possible. For example, set aside 15 minute segments in a 3 hour block daily. In a first-pass, I always ask:

  1. “Walk me through your resume”, to understand if the candidate is actually interested in a startup via a clear story, or just shotgunning their resume;
  2. “If you left a

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Make Job Descriptions More Inclusive

You can attract more diverse applicants if you avoid using male pronouns and stereotypically masculine words or attributes when outlining desired qualifications. Tools like Textio can help identify if language in job descriptions is potentially disqualifying.

Nurture Your Talent Pool With Drip Email Marketing

Most of the time we can only hire one person for a position. That means we may have to turn down some really talented people. Don’t let the work you did finding that talent go to waste. They can become a stable of potential employees ready to fill your next position.

One easy way to make this work is through drip email marketing. Once you’ve made … [ Read more ]

Test Drive New Employees

Not sure if an employee can “hack” the startup environment? Try freelancing first or do what companies like Automattic do – figure it out by having potential employees do real (paid) tasks with the team before making it official.

Hire to Train

Here’s the good news: The new, bigger role of learning allows you to save money in hiring. When I launched my first company in 2008, one of my first hires was a CTO. I chose an experienced developer who was in huge demand and was an expensive hire.

I also hired an entry-level employee who demonstrated enormous potential and ambition, although he had only rudimentary development … [ Read more ]

Identifying the Ideal Employee

Claire Hughes Johnson, COO of Stripe, occasionally finds it helpful to plot members of the team on a Venn Diagram with three circles: People who are good at their work, people who are making great impact, and people who love what they do. The ideal employee fits into all three circles. Make a list of all the people who fall into this bucket. What other … [ Read more ]

Improve Your Hiring Process

In hiring, what most leaders do is they have a set of criteria, they evaluate a bunch of candidates through interviews and resumes and other information available, and then they make decisions based on their gut. You could actually turn that process into a much more scientific approach, where you lose none of your experience but you add a lot of data.

The way I would … [ Read more ]

Improve Your Interviewing Process

NerdWallet gives candidates the following materials to make their experience before and after company onsites better:

  • An interview day outline. NerdWallet sends every candidate an outline detailing their day at the office 48-hours before they arrive. It includes: the names and roles of the team members with whom they’ll meet, interview times and duration, and any activities they will be participating in throughout the day. The

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