I hire a new employee every week. Here’s what I learned

Hiring is probably not your favorite aspect of running a business. It’s boring and often frustrating. This was highlighted in a study conducted in 2023 result in 175 organizations, where 78% of employers said they’d difficulty hiring the best talent. As CEO of Nurp, I implemented a seemingly ambitious strategy: I hired one employee every week. While it could seem daunting at first, this approach has been instrumental in improving our business. Weekly hiring has diversified our team and brought new energy and perspective to our business.

Below, I discuss how this strategy has transformed our recruiting process and offer practical suggestions on the right way to integrate these insights into your personal practices.

Clear mission and values

First: before you add new members to your team, it’s worthwhile to have a solid foundation — a grounded and specific mission that is true to your organization and culture. This transparency allows your team to discover candidates who are not only looking for their next role, but are truly aligned with your vision.

During job interviews, we delve into candidates’ personal missions and values ​​by asking probing questions moderately than simply presenting our own and looking for agreement. This approach ensures that employer and employee work together from the very starting, setting the stage for mutual development and contribution.

Tips:

1. Define your core values: Before the interview, clearly communicate your organization’s mission and values. This will function a benchmark for assessing candidates’ suitability. During the interview, read the candidate’s answers. Talk about what they like about your organization and learn about their personal values. This open conversation allows for a real exchange of ideas and helps determine whether there is a strong cultural fit.
2. Ask probing questions: Develop interview questions that obliquely reveal whether a candidate has a personal relationship with your organization without directly asking for permission. These could also be behavioral questions. For example, as a substitute of directly asking, “Do you believe in a collaborative work environment?” try asking a query like: “Tell me about a time when you had to work on a project with a team with different work styles. How did you approach this situation?” This query encourages the candidate to share a story that reveals their approach to teamwork, communication, and potentially adaptability.

The necessity of private goals

At Nurp, we cultivate a culture of continuous development and achievement. This pursuit goes beyond profession aspirations; we are looking for people with strong personal goals.

Why are personal goals one of our priorities during recruitment? They are a powerful indicator of ambition, motivation, and the ability to set and achieve goals. Just as Nurp is built on goals that drive everyone at the company forward, a candidate’s personal aspirations offer priceless insight into their potential to define and achieve profession milestones with our company. It is the compatibility between personal and skilled ambitions that constitutes the basis for mutual development. If they are already setting and achieving their personal goals, they are much more prone to have the ability to assist the company set and achieve its goals.

Tips:

1. Ask about your life goals: Understand the means of setting a candidate’s personal goals and assess their approach to challenges and problem-solving skills. For example, someone who goes to the gym five times a week or is successful in a new hobby may reveal perseverance and the ability to beat obstacles. This translates into an impression of motivation and results-oriented practice.
2. Look for a growth mindset: Personal goals often involve continuous learning and development. Employing development-oriented people strengthens the culture of continuous learning in the company. This promotes skilled development and supports employees in achieving their personal aspirations.

Establish your red flags and implement them

At Nurp, honesty and integrity are the foundation of our company culture. Any discrepancies identified during the recruitment process, either in CVs or in interactions with candidates, are considered significant red flags. These inconsistencies may indicate deeper issues with trust and transparency. Nurp has a policy of zero tolerance for dishonesty, because even seemingly minor deviations can undermine the foundation of trust we attempt to cultivate.

This commitment to trust and transparency extends to our rigorous reference checking process. By establishing clear, non-negotiables around candidate behavior and communication, we are empowered to discover individuals who truly align with Nurp’s core vision. An emphasis on cultural fit ensures a harmonious and dynamic team environment where open communication and trust are paramount.

Tips:

1. Create a red flag checklist: Prioritize cultural fit and discover your candidate’s red flags. Don’t be tempted to overlook red flags just because a candidate appears to be performing well on paper. Finding individuals who align with your core mission and vision goes beyond harmonious and dynamic team relationships to support psychological safety and workplace safety.
2. Create a boomerang interview: This program tracks talented candidates who will not be a perfect fit for a specific position, but reveal a strong fit. Contact them to explore future opportunities which will higher suit their skills and experience.

Building a dream team

We’ve found that building a truly effective team goes beyond choosing qualified candidates; it’s about finding individuals who, while not perfect, fit our vision and values. Hiring should at all times be about cultivating a vibrant ecosystem of diverse, purpose-driven people in the workplace who align with Nurp’s mission. This approach will nurture collective ambition that moves each your employees and your organization forward.

Ideally, it’s best to often review your hiring practices, adapting them to the changing needs of the company and reflecting on the strengths of previous employees. You also needs to implement a structured onboarding program that seamlessly integrates new team members, providing them with the resources and support they should thrive.

Remember that the magic lies in individual skills and the synergy created by a team that focuses on diversity, promotes common values ​​and jointly pursues ambitious goals.