How often have you hired the right person for the wrong seat?
Here’s how that happens.
A person is identified and it is assumed that because of their background that they crush it for you. After all, they are already doing it for someone else.
Perfect logic, right? Nope!
The reason this logic is so dangerous for your company is that current skills are just a small part of success. As we have all experienced, by going above and beyond to land that “rockstar” from a name brand company. Only to have them crash and burn within the first 90 days.
To avoid this dilemma in the future, we simply need to understand the person’s desires and level of accomplishment first. Interviewing to understand, not to sell.
This produces much stronger evidence to predict of success of your new hire in your unique business.
Guest Bio:
Tom Brunskill is the co-founder and CEO of Forage which is changing the world of career discovery and skill building.
Before moving to San Francisco, Tom was a corporate lawyer at a multinational law firm in Australia. It was during his own career journey that Tom discovered that an education and a degree doesn’t necessarily translate to knowing how to do a specific job role. He also realized just how inequitable the education-to-workforce pathway is.
After observing the unfair advantage those with access to connections or educational opportunities had, Tom made it his mission to provide anyone the ability to learn skills through virtual job simulations produced by the world’s top companies,
By breaking down barriers to gaining workplace-specific skills.
Tom hopes to level the opportunity playing field and empower anyone to pursue their dream career.
TODAY WE DISCUSS
HIRING STORY
This isn’t a story about a hire we did make, but a hire we wanted to make and didn’t pull off.
We were building out our leadership team between our Series A and Series B. Obviously in an early-stage company, getting the right leaders into your organization is crucial. Leaders in early-stage environments have a disproportionate influence on the ultimate success or demise of a company so the stakes are high.
On this particular search for this VP role, I was finding it really tough. It was the middle of 2021 when start-ups were sitting on a record amount of capital and there was a real pinch finding exceptional talent...
Challenge?
Why is this important to the company?
Rick’s Nuggets:
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