#AskPeshev 115: What (Who) Are You Looking For?

#AskPeshev 115: What (Who) Are You Looking For?

October 20, 2021

What do you really look for in a new hire? 🤔 What is that one trait you would consider as non-negotiable?

Culture wins—every time—for us. We are always on the lookout for someone whose attitude and mindset match our culture. After all, you can always train for skills.

What about you? If you find it very challenging to distinguish a great hire from a potential pool of candidates, then it’s time you become serious about learning the ropes around recruitment.

Go, read the articles featured in this week’s newsletter. Hit “Reply” if you want to level up and join our FREE email course or online community via Slack. Both of these platforms can help you become a more confident business leader.

🚀 Looking forward,Mario

Considering the public status of LinkedIn, it’s very credible when candidates list revenues they’ve secured, the number of team members they’ve managed, or the campaign traffic they’ve generated.

Raw data is extremely valuable in gauging the scale of work and responsibility.

Ask behavioral questions to screen job applicants during your interviews. Most interviews revolve around these three categories: Standard questions: “Where do you see yourself in 5 years”, “What made you apply for us”, etc. “

Random question of the day”: “If you were an animal, which one would it be?”, “What’s your favorite US state?”.

Can you recognize the "Agency bug"? I made my first hire back in 2007 and ever since, I have reviewed over 10,000 CVs, sitting in nearly a thousand interviews, and hired some great talent along the way.

More importantly, I've made some strategic mistakes that could have been identified and rectified during the process.

One of the things I've uncovered is the so-called "Agency bug"—talent that thrives and profiles in an agency environment, and can't really jive well into the corporate world.

The larger your organization grows, the more critical recruitment is to managing a successful business.

Once the foundation of recurring revenue is laid out, the sales funnel works, and there’s cash flow in the bank — hiring talent is what drives the company forward.

Because the business needs to scale, and scale requires people, and people should level up and understand how to operate and navigate through these new processes.