🌱 Melissa Pacheco 🌻

If you're using a scorecard or an assessment, this can help to eliminate differing viewpoints. It has to be very clear to the interviewers, what they need to discuss and uncover. If you're using that and there's still a difference of opinion, then isolate where's there's doubt and see what each person uncovered in that area. If you didn't do an assessment, then I would suggest you implement that to the interview process and/or a follow up interview to deep dive on the area of concern.

You need to hire a problem solver. Someone who can analyze any situation and strategically solve it. There's always going to be a new technology, a campaign that fails, but how do they strategically think about the long-term success of your brand, proactively plan for the future and know how to solve problems when they arise without a lot of hand-holding!

When there's a lack of teamwork, there's usually a lack of alignment on vision. Uncover where this is coming from and get the team to figure out how to solve it together. A united team, outperforms when there's a clear vision on WHY they're doing what they're doing. "FIND YOUR WHY" - Simon Sinek

When you ask the right questions, people will know that you know what you're talking about. Your questions must be very specific to the role that you're interviewing for and demonstrate your deep knowledge in that area. As well as, asking them what are the 3 biggest challenges that they are trying to solve with this role and what does success look like. Then follow up with examples that highlight how you've successfully done that in previous companies.

We started our business remotely which allows our team to work in the way that best suits them. We use various different tools for virtual meetings and meet in person once or twice/year for face time. We share our learnings, chat around the watercooler aka slack and enjoy working together. We're not tied to a desk or expensive overhead that can weigh companies down with the stress. We can focus on the business on hand and attract the best talent because of it!

If done right 50% or more of your hiring can be done through your referral program! And keeping your employees updated and informed of where their candidates are in the process, keeps them referring more but ONLY if your culture is great. You must start there!