⏅ The 4 Pillars of Recruiting

  • How to use recruiting agencies
  • Build an effortless recruiting process
  • Get your team involved

Take It Easy With Recruiting Agencies

Recruiting agencies appear like the savior when you have no idea how to recruit. Honestly they have had a bitter sweet taste for me, and in hindsight I do not believe that you should use them when you have an early stage company.

The Building Blocks Of Recruiting

How do you start if you don’t have any idea how recruiting is done? As usual, you’ll find help in books and articles. The main source of information for the recruiting process I have designed has been the book “Who”.

1. Scorecard — Job description on steroids

The scorecard is a more elaborated job description composed of four main pillars:

  • The mission: why the job exists
  • The outcomes: how performance will be assessed
  • The competencies: how to match the role, the culture and the candidates’ skillset
  • The alignment: ensure that the job matches expectations with other roles within the company

2. Source — Spread the word

You will use mainly three ways to source candidates:

  • Referrals, thanks to current employees, and first or second circle network
  • Recruiters, responsible for a large scope from sourcing to selecting the candidates
  • Researchers, responsible for the sourcing part of the recruiting process

3. Select — There can only be one

You have a scorecard, you have candidates. Now the show must go on. A good recruiting process is composed of four types of interviews:

  • Screening interviewCheck the fit of values and interest from the candidate
  • Who interviewDig deep into the candidate’s achievements and previous experiences
  • Focused interviewDevelop a specific part of the candidate experience, where you need more insight. It is a good opportunity to include your team members in the process.
  • Reference interviewHave a chat with the candidate’s references, and cross check facts and information looking for redflags.
  • Skills and Test interview. The goal of this interview is to test the motivation of the candidate, the skills and the mindset.

4. Sell — Bring it home

It doesn’t stop there, because even though you have selected someone, you need more than ever to continue selling your company and the project you want the candidate to be onboarded on.

Involve Your Teammates In The Process

Even though you might be responsible for most of the recruiting process (especially for smaller companies), it is important to have your teammates involved in the process design and (ideally) in the interviews.

  • Help to identify red flags and cut candidates based on complementary point of views
  • Build diverse criteria of selection, based on every participants in the process. Eventually it will help to have a better fit with the company’s culture.

Upcoming episodes

The next episodes will be digging deeper into each step of the way to help you implement the method.

  • The Scorecard
  • The Screening Interview


Who — A method for hiringGeoff Smart and Randy Street

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Franck Nussbaumer

Franck Nussbaumer

Books, self-development and optimisation enthusiast. Love Brazilian Jiu-Jitsu, surfing and adventures. Co-Founder and COO at Stockoss (www.stockoss.com)