I’ve written about approaches to finding talent that work. But they work in a specific context — when you’re looking for creative talent and preferably for a start up team. Being founding members of a team usually requires a combination of knowledge, skill, initiative, motivation, humility, ethic, and creativity. My approach works for me in my quest for that talent.
If you wanted to adapt my approach for your team, I caution you to consider the following:
- Are you trained to detect your biases? We all have them. It’s okay, biases exist for a reason. They can also cause you to miss out on great talent — you don’t want that. Get training on how to identify your biases and how to mitigate them.
- Be curious, not personal. My approach involves inviting people to talk about the things they’re interested in — what they read, topics they care about, etc. I’m not asking for protected information. I am inviting candidates to opt-in to share more about their outside-of-work interests. Why? What people do outside of work usually centers around their interests — and when you can make your work catered to people’s interest, they’ll find more motivation to work harder.
- Be open, not pushy. This process only works if the interview feels open. It can’t feel like an interview. Consider taking a walk, a phone call instead of a Zoom, interview over coffee (if possible), anything else that’s professional — just something to break up the experience and open the possibility to a great conversation.
It’s important to acknowledge that this approach isn’t without its critics. Other hiring professionals, like you and I, raise valid concerns about the potential for unconscious bias and the risk of creating an uneven playing field. These critics advocate for a more standardized, competency-based approach that strictly adheres to job-related criteria. I believe my method can coexist with and enhance traditional hiring practices, and I respect these concerns and continuously work to address them in my process. Constantly reflect, review, and revise as you learn.
At the heart of my approach is the desire to see people as they want to be seen. I desire to see the hidden talents that the system closes off to others. We are so much more than the words on our resume or our prepared answers to standard questions.
Talent Revolution 