That’s because people who come with preprogrammed ideas about how to run the business are often unwilling to change their ways.
He’s used his background in e-commerce to make our systems stronger by boosting our focus on clean data. In his previous role, he went up against Amazon as a competitor – and as that behemoth makes a larger footprint in our space, his expertise will be invaluable going forward. When newbies join your industry, they apply fresh ideas to find solutions you didn’t even know existed.
He said Shack Shine was just that – and he wanted to make it part of O2E Brands. I was inspired by his fresh perspective and drive to build something bigger together.
But if you want to change the world, go beyond your industry to find the outliers and the people with ideas you’ve never heard before.
They might not work well with the team culturally, or they might lack the competencies we need and need too much handholding. These types of hires will actually repel the kind of team members we want to retain and attract.
We had a general idea of the questions and a general idea of the roles we were looking to hire for. But our criteria wasn’t very clearly defined and hiring often hinged on whether we “liked” the candidate or not.
We define outcomes like this: “If an outstanding performer (top 10 per cent of possible candidates) were to join, what would they accomplish at the end of one month? Of three months?”
They get an A if we’re at least 90-per-cent confident they will achieve these outcomes that only the top-10 per cent of possible candidates could achieve. They get a B if we’re 70per-cent to 89-per-cent sure they will achieve the outcomes and a C if we don’t think they will achieve them. If we grade the candidate a C for any of the competencies, we do not hire them. And we generally look for people with more A grades than Bs.
This could be an article on its own – and there’s plenty of reading out there on how to conduct good top-grading interviews. Two of our team members interview one candidate.
Remember, sample work is important to evaluate a potential hire properly. Similar to the topgrading round, we have two of our team members interview one candidate.