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CATEGORIES

Culture & Diversity (51)

Engagement & Retention (52)

Job Market (5)

Job market data (10)

Learning & Development (11)

Recruiting & Onboarding (43)

Remote Work (3)

Technology (22)

02/28/2023 Getwork


HOW TO HIRE WHEN THE JOB MARKET IS CRAZY

 * Culture & Diversity
 * Job Market
 * Learning & Development

IS THE “FIRST TEN” HIRING RULE RIGHT FOR YOUR BUSINESS?

Hiring doesn’t seem to be getting any easier, in fact, hiring has been
challenging since well before the pandemic and we’re betting that that won’t
change. So what’s the solution? Should we continue to hire to fulfill a role? Or
should we be more agile and adaptable? 

The first ten rule is that everyone you hire should be someone you’d hire as one
of your first ten team members, regardless of your current headcount. 

They’re people that will grow with your business, they have strong
problem-solving skills and know how and when to take the initiative.

WHY FOLLOW THE FIRST-TEN RULE?

The first ten rule creates a culture that’s always evolving. It’s one where
learning and growth are key, and your employees feel a sense of ownership when
it comes to the business’s success. 

It’s about creating an interesting organization that appeals to employees long
term, as they feel that their views and contributions are valued. 

When you hire according to the first ten rule, you hire people based on cultural
fit, their ability to learn, and a variety of skills, rather than hiring to fill
a specific role. In theory, this can (and does) open up a wider talent pool. 

When you hire more prescriptively for someone who can do a specific job, and
fulfill this current and specific business need, you’ll create a team of
optimizers. They’ll be employees who check in at the start of their day, do
their job, and then clock off, rather than employees who will drive change and
growth.

WHAT FIRST TEN EMPLOYEES LOOK LIKE

They have ownership. They want the company to succeed and are always thinking of
ways to make this happen. It feels like “our” company rather than “your”
company. 

They’re learners, who can get to a high level of competency in something pretty
quickly. When you’re a company that is growing, you need employees who can adapt
and change their roles to suit the needs of the company. 

They’re independent and can learn things through trial and error, doing their
own research and sourcing knowledge from their community of peers. 

They want to scale their role, and they’re able to do this solo. First ten
employees don’t want to do the same thing forever, in fact, they’ll grow their
role by finding new ways of automating and outsourcing the menial tasks so they
can grow into more senior positions. 

They’re goal-orientated. Rather than working to a task list, these employees
work better to a goal list. 

They’re creative thinkers who are always finding inspiration in unexpected
places and looking at new ways to grow their skills and their role. 

WHO FIRST TEN EMPLOYEES ARE NOT

Subject matter experts. At first glance, you might find their resume lacking the
skills and experience in your job description, but first ten types can learn on
the job. 

Happy to be micromanaged, first ten employees need the freedom to grow. They
don’t like managers who don’t trust them to do what needs to be done. 

They’re also not balanced. They get invested in your organization and its
success. This means that they might sometimes get too emotionally invested and
need coaching to support them through roadblocks and challenges.

HOW TO APPEAL TO FIRST TEN EMPLOYEES

You need to be an organization that is willing to hire for who you are, rather
than for a role. It’s a hiring strategy that is more about cultural fit than
skills presented on paper.

To appeal to the right people, you need to instill a culture of first ten hiring
in your Employee Value Proposition (EVP). Think about how your EVP demonstrates
to employees past and present that you are: 

 * Nimble
 * Ever learning 
 * Growing and evolving 
 * Creative

HOW TO HIRE FIRST TEN EMPLOYEES

You need to be looking for the right employee for your business as a whole
rather than for a specific role. 

When looking through resumes, look out for a range of interests (work and
hobbies) from someone who is looking to learn and improve. Those with more work
experience might have worked at a range of companies and explored a variety of
roles. Perhaps they have recently been one of the early hires at a number of
startups, sat on advisory boards, or set up a business themselves. For those
without experience, look at their interests. 

Ask yourself: 

 * Could this person move over to a different role/department/operational area
   if there was a need? 
 * Could we see them being promoted over the next several years? 
 * Are they going to challenge the status quo? 

At the interview stage, prepare questions that will challenge first ten types.
Examples could include: 

 * Tell us about a time you created something. Ask for multiple examples. First
   ten types should have loads and should be excited by this question. 
 * Tell us about a time when you had to change direction on a project. This
   question is looking for creativity and a way of solving problems. 
 * Why are you looking to leave your current role? Rather than focusing on their
   current role, candidates who fit in the first ten mold will focus on why they
   want to join your organization. They’re on a journey, and always looking
   ahead rather than behind. 
 * Ask me anything. Candidates will have unlimited questions. They’re curious
   and looking to learn. 
 * Have you learned any new skills recently? Whether this is learning a language
   on Duolingo, picking up a new instrument, or simply new facts that they have
   learned from a documentary, book, or podcast. They’re people who love
   learning. 
 * Have you ever scaled yourself out of a job function? This isn’t always going
   to be appropriate for more junior hires, but for more senior candidates they
   should be able to show a time when they grew their role, their team, their
   function, or their responsibility. 

When you hire to the first ten rule you’ll create a more energized company.
Whether you’re hiring your 20th employee or your 2,000th you’ll be generating
the best possible team. Happy hiring!

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