Let them guide your thinking
Posted: Sat Jan 18, 2025 7:18 am
I am a firm believer in embracing each new hire as an opportunity to redefine a role. Be open to seeing something different, don’t be a cookie-cutter, no matter what level or type of role you’re hiring for. When you are reviewing your candidates make sure you’ve noted down their specific strengths so you can compare what each will bring to the role. If you are hiring for a brand new role then this is really important.
For example, if you’re hiring a content manager, how digitally focused do you want them to be? How much understanding do you want them to have of the technology environment versus the importance of brand identity in content? Get the balance right. Accept that everyone will bring a different balance.
Let them share what they love.
For the new content manager hire we decided to set the candidates a 15 minute senegal email list 60000 contact leads presentation task. Interview candidates were asked to prepare a short presentation focusing on specific areas of content marketing that were interesting to my client; education, stakeholder management and long-term success. This worked really effectively because it allowed the candidate to be rehearsed, calm and practiced in what they wanted to talk about as well as letting the panel members really get to see what the candidate understood about content marketing and how they interpreted the question. Everyone was different in their approach and content, giving us the chance to clearly understand the candidates strengths.
Don’t lose sight of the end goal.
The interview process is long and emotionally draining for both parties. As a panel member I found myself flip-flopping between candidates and liking everyone, finding reasons everyone would fit the role. That’s simply not possible. This is where you can’t lose perspective on what you wanted to start with. If you need someone to demonstrate leadership and be confident in their ability to manage stakeholders when you can’t be present then stick to that. If you want someone with huge amounts of creativity and energy then stick to that. This is really important if you have followed my first tip.
For example, if you’re hiring a content manager, how digitally focused do you want them to be? How much understanding do you want them to have of the technology environment versus the importance of brand identity in content? Get the balance right. Accept that everyone will bring a different balance.
Let them share what they love.
For the new content manager hire we decided to set the candidates a 15 minute senegal email list 60000 contact leads presentation task. Interview candidates were asked to prepare a short presentation focusing on specific areas of content marketing that were interesting to my client; education, stakeholder management and long-term success. This worked really effectively because it allowed the candidate to be rehearsed, calm and practiced in what they wanted to talk about as well as letting the panel members really get to see what the candidate understood about content marketing and how they interpreted the question. Everyone was different in their approach and content, giving us the chance to clearly understand the candidates strengths.
Don’t lose sight of the end goal.
The interview process is long and emotionally draining for both parties. As a panel member I found myself flip-flopping between candidates and liking everyone, finding reasons everyone would fit the role. That’s simply not possible. This is where you can’t lose perspective on what you wanted to start with. If you need someone to demonstrate leadership and be confident in their ability to manage stakeholders when you can’t be present then stick to that. If you want someone with huge amounts of creativity and energy then stick to that. This is really important if you have followed my first tip.