- Write what you imagine six months from now looks like.
- Write what the team will accomplish. Use figures and metrics.
- Write how work will be done differently then versus now. Consider how decisions will be made. Consider working styles.
- In order to make the future happen, what would people need to know how to do?
- Create a competence map.
- Determine the skills and experience needed.
I coach the leads on my team to use these two questions to shape their talent searches. I use these questions too.
I use this method to hire. And I interview in a way to find talent I need to bring the vision six months from now closer to the present. If you’re at a hyper-growth firm, optimize for agility and broad exposure — those people adapt and bring lots of ideas that support hyper-growth work.
Hiring is inherently an optimistic endeavor. You have to find highly talented people who will bring ideas and ways of operating that will increase your team’s productivity (hopefully by multiples).
Talent Revolution 