Hiring is likely not your favorite aspect of running a business. It is tiring and often frustrating. This was highlighted in a 2023 survey RESULT in 175 organizations where 78% of employers said they face difficulties hiring the best talent. As CEO of Nurp, I have implemented a seemingly ambitious strategy: hiring one employee every week. While it may seem daunting at first, this approach has been instrumental in improving our business. Weekly jobs have diversify our team and brought new energy and perspective to our operations.

Below, I dive into how this strategy has reshaped our hiring process and offer practical tips for integrating these insights into your practices.

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Transparent mission and values

First things first: before adding new members to your team, you must have a solid foundation — a well-crafted and concrete mission statement that rings true for you organization and culture. This clarity allows your team to identify candidates who are not just looking for their next role, but are genuinely aligned with your vision.

During interviews, we delve into applicants' personal missions and values ​​through probing questions rather than simply stating ours and asking for agreement. This approach ensures alignment of employer and employee from the start, setting the stage for mutual growth and contribution.

Advice:

1. Define your core values: Clearly articulate your company's mission and values ​​before the interview. This will serve as a benchmark to assess candidate alignment. During the interview, dig into the candidate's answers. Discuss what resonates with them about your company and explore their personal values. This open conversation allows for a genuine exchange and helps determine if there is a strong cultural fit.
2. Ask probing questions: Develop interview questions that indirectly reveal whether a candidate connects personally with your company without directly asking for an agreement. These can be behavioral questions. For example, instead of asking directly, “Do you believe in a collaborative work environment?” try a question like, “Tell me about a time when you had to work on a project with a team with different work styles. How did you handle the situation?” This question encourages the candidate to share a story that reveals their approach to teamwork, communication and potentially their ability to adapt.

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The necessity of personal goals

At Nurp, we foster a culture of continuous growth and achievement. This drive extends beyond professional aspirations; we are looking for individuals with strong personal goals.

Why are personal goals one of our hiring priorities? They are a powerful indicator of ambition, motivation and the ability to set and achieve goals. Just as Nurp thrives on goals that drive everyone in the company forward, a candidate's personal aspirations provide valuable insight into their potential to define and pursue professional milestones alongside our company. This alignment between personal desire and professional ambition lays the foundation for mutual growth. If they are already setting and achieving their own personal goals, they are more likely to be able to help the company set and achieve goals as well.

Advice:

1. Ask about life goals: Understand a candidate's personal goal-setting process and assess their approach to challenges and problem-solving skills. For example, someone who goes to the gym five times a week or has found success in a new hobby may demonstrate perseverance and the ability to overcome obstacles. This translates into an impression of motivation and results-oriented practice.
2. Look for a growth mindset: Personal goals often involve continuous learning and development. Hiring individuals with a growth mindset strengthens the company's culture of continuous learning. This encourages professional development and supports employees in achieving their personal aspirations.

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Set your red flags – and act on them

At Nurp, honesty and integrity are fundamental to ours company culture. Any inconsistencies identified during the recruitment process, whether on CVs or in candidate interactions, are considered significant red flags. These inconsistencies may indicate deeper problems with trust and tRANSPARENCY. Nurp maintains a zero tolerance policy for dishonesty, as even seemingly minor deviations can erode the foundation of trust we strive to cultivate.

This commitment to trust and transparency extends to our rigorous reference checking process. By establishing clear, non-negotiable rules regarding candidate behavior and communication, we are empowered to identify individuals who truly resonate with Nurp's core vision. This emphasis on cultural fit ensures a harmonious and dynamic team environment where open communication and trust are paramount.

Advice:

1. Create a red flag checklist: Prioritize cultural fit and identify your candidate's red flags. Don't be tempted to skip red flags just because a candidate looks like a high performer on paper. Finding individuals who resonate with your core mission and vision will go beyond harmonious and dynamic team relationships, fostering psychological and workplace safety.
2. Create a boomerang interview: This program tracks talented candidates who may not be a good fit for a specific role but demonstrate strong alignment. Contact them about future opportunities that may be a better match for their skills and experience.

Building the dream team

We have discovered that building a real successful team extends beyond just the selection of qualified applicants; it's about finding individuals who, while not perfect, fit our vision and values. Hiring should always be about cultivating a vibrant ecosystem of diverse, purpose-driven individuals in the workplace who resonate with Nurp's mission statement. This approach will foster a collective ambition that will drive both your employees and the company forward.

Ideally, you should review yours regularly employment practices, adapting them to the evolving needs of the company and reflecting on the strengths of previous hires. You should also implement a structured onboarding program that seamlessly integrates new team members, ensuring they have the resources and support they need to thrive.

Remember, the magic lies in individual skills and the synergy created by a team that embraces diversity, fosters shared values ​​and pursues ambitious collective goals.