SearchForce’s Post

Opportunity

Hiring the right people for your team will ensure your success.

Exciting opportunities

Growing and thriving plants get repotted. While watering a plant (that needs repotting) in my office today, I thought about how we as employees can get limited by our environments. Sometimes change is necessary. Many years back I was told that I was being transitioned out of the company I was at. While that hurt so much and triggered unmeasurable anxiety, it resulted in our family moving to the Bay Area where we had incredible success, both personally and professionally. Then later we relocated back to Utah for another tremendous job change. It is interesting that there is an inverse correlation to (overall) employee tenure and innovative results. Companies with the highest employee retention, such as ConocoPhillips (10.6 years), Union Pacific (9.3 years), and Wells Fargo (6.6 years) are not known for their cutting-edge innovations, whereas Apple (1.7 years), Amazon (1.8 years), and Nvidia (3.2 years) have a lot of change going on. So whether you are feeling the itch to leave your tech company after a few years of service, or you were forced to leave before your desired timing, please try your best to view the opportunity as a positive one where you can grow both your roots and branches. And the benefits are often from the environment itself — even with a “lateral” move when it comes to salary or title, finding a place where you can learn new things and be happy is the most valuable part of any new opportunity. And it helps when you join a great company with fantastic business growth. (Canopy is hiring ;) )

Look for two things when hiring new employees: * Ambition & * Humility They are the ones (employees) that are creative contributors to the company.

This will make or break your business. Here are my top three rules of thumb when hiring your first employee. Please note, these are the skills required in going from that crucial Zero to One stage. Not necessarily for growing the employee base of a more established business. 1. Optimise for someone with broad experience over deep technical expertise. Done is better than perfect. 👌 2. Hire for someone with the cultural values and work ethic that you want all other employees to follow. (They will be holding your baby when you aren’t in the room!) 🥸 3. Hire for someone who can match your energy & work ethic. Otherwise you will get frustrated that they are not working hard enough. (You can bring in employees to balance your team dynamics in later hires) 🫡 Let me know what has worked out for you or what you’d do differently if you had your time again.

Had the pleasure of attending Steven Bartlett's Business & Life Speaking Tour. Steven dedicated a significant portion of his tour discussing the importance of recruitment. He estimates he reviews over 2000 CVs a week. It has become, "his obsession." Similarly, Steve Jobs is famously quoted, "I consider the most important job of someone like myself as recruiting…I’ve built a lot of my success off finding those truly gifted people and not settling for B and C players, but really going for the A players." The definition of a company = a group of individuals. Your company can only operate as well as its people allow. Your Technology is only as good as the people and processes around it. If you are looking to grow your business and would like to discuss different strategies to attract the best talent in Sydney, drop me a note. That game-changing hire could be at your fingertips. E: [email protected]

What’s the most important factor you consider when hiring someone?

The secret to hiring the right candidate who will report to you is to hire an individual to fill your shoes, not fill a position. A strong organization functions as a pyramid. If the foundation isn’t strong, the top will fall. Build a strong foundation, adding and allowing people to move up. This is the key to building a strong organization.