Shobhit Chugh’s Post

CEO for hire, job description attached, apply within. Dear CEO,   I recently re-read your job description.    It was pretty long, and confusing. Too many acronyms.   So I asked ChatGPT to summarize it and she got confused.    So, I wrote my own summary.   Assemble and lead an unstoppable team that can do anything; to deliver on x!    The cost of not getting this right is pretty high, huh?   That’s got to be hard to bear up under at times.   Blow it, and the investors aren’t likely to hire you again because they like to make money.   If things go south, I hope you’re good at creative blame shifting, that might buy you one more chance.   Long days, late nights, stress and endless dinners where your family stares at an empty seat.   I’m a recruiter so it’s likely my confirmation bias speaking, but I read the job descriptions on your website and they suck.   I read the “values statement” on the careers page and it sounds like something off a cereal box. Do you really want to hire people who are attracted to, and believe this?   I took a quick glance at your team on LinkedIn. There’s a few that I’ve interviewed before, and passed on before made it to the hiring manager. They were articulate and interviewed well, but they had no track record of getting things done, and don’t stay very long in one place.   Remember, there are proven methods and time-tested techniques that will allow you to…   Yeah, so, I’m just a recruiter, and we’re not really decision-makers, we’re implementers of policy, so maybe my opinion shows my rudimentary knowledge of some of this stuff, but..   Nah, forget it. I don’t want to overstep my bounds. You got this.     Don’t worry about replying I know you’re way too busy. But thanks for listening. There’s a load of people pulling for you.   Best,   j   #visionaryleader #hiring #interviewing #softwareengineering #hireinreverse   PS - I write about how leaders use data to avoid hiring mistakes, and how job seekers can navigate broken hiring process to find jobs with meaning and impact.

Recruiting is hard! .. because sometimes it's so easy   It's a paradox, right?   The reason most companies never fix recruiting is because it's simply too easy to convince ourselves that we're doing fine.    Simply put, we mistake luck for competency…   ..because we want to.   Don't agree? How many times have you seen a manager with no hiring process, and marginal interviewing skill hire someone fantastic, who quickly becomes a pivotal team member?   Can he do it again? Can he produce these results on demand? No!   Truth: a great hire isn't exclusively about hiring a great person.  It's about fit. And if you don't have a proven, methodical process to do this consistently then you're just guessing.    It may be an educated guess. You may have vetted their Javascript skills. They've worked for a few other local startups, and they stayed at each over 2 years, so you've gathered a smattering of evidence. But you're still ignoring countless factors that could leave you dealing with a hiring mistake.   I'm not going to tell you that accurate hiring and building great teams is easy. But, I will tell you that doing it right, and getting fantastic results is much easier than what you're doing now.      #visionaryleader #hiring #interviewing #softwareengineering #hireinreverse   PS – I write about hiring and leading teams. Assessing culture fit? And job searches that result in career growth, meaning, impact, satisfaction. 

👻 I don't like ghosting but I like being zombied even less! 🧟♀️These are usually dating terms but I talked to two people yesterday that were zombied by companies. 🪦 Zombied is when someone who previously ghosted you hits you up after a period of silence, like a zombie rising from the grave. As it relates to companies in the hiring process, it is when they are excited about a candidate and want to speed up the process, then they mysteriously ghost them. A month later they came back with renewed vigor and no explanation. I don't think this is good for the company or the candidate. Here is why: 📌It can make the candidate wonder if the company is a good fit or trustworthy 📌It is a drain on company resources 📌Companies can lose good candidates in the process 📌Candidates feel undervalued 📌It can impact the company's identity 📌Candidates feel demoralized 🌋It is a cascading effect of consequences for both parties. Here are three tips to avoid the ghosting|zombied cycle: ✅Companies - spend time on the front end defining the role, the ideal candidate and the interview process with associated timeframes. ✅Candidates - ask for a key point of contact and if they will be available throughout the process. It might not be the hiring manager. ✅Companies - design a system and plan for ongoing communication with all candidates in the hiring pipeline. 🧟♀️Have you been zombied in the hiring or recruiting process? #careers #management #entrepreneurship

In the fast-paced world of recruitment, it's tempting to rush. But let's talk about a secret weapon that some folks forget about: patience! We're all under pressure to hire quickly, though sometimes the best fit takes time to nurture. Just like a plant needs time to grow strong roots, a candidate may need time to understand the role and the company. Patience here ensures a better fit, whereas rushing can lead to regrets. Stepping back lets us evaluate better and make confident decisions. Look at it this way: patience is an investment. The time spent on finding the right person pays off in productivity and long-term collaboration. Sometimes, the perfect candidate isn't the obvious one. A rock solid hiring process and a patient team of interviewers will make sure that you uncover those diamonds in the rough. Patience applies to both sides of the equation too. If candidates are speaking with a small startup that's strapped for hiring resources, they may need to be a little patient along the way. Patience lets us build relationships, and it allows us to foster trust. Patience doesn't mean standing still. It's finding the balance between moving forward and diligence. Food for Thought: Imagine a world where we all embraced a little more patience – candidates understanding the company's journey, hiring managers appreciating individuality. Let's challenge the idea that speed is the only measure of success. In the realm of patience, remarkable stories are crafted. #PowerOfPatience #RecruitmentInsights #HiringMindset #BuildUpTalent #Wemakehiringeasier

One of our first hires was a high-character guy with a great resume. Unfortunately, his design process didn’t mesh with ours. We all tried to make it work. But, it never did, and I had to let him go. The experience taught me some key lessons. 1. Set clear expectations In the beginning, we hired based on 3 key pillars: - design execution - communication - high-level strategic thinking The hiring pillars were informative for us, but not the candidate. So we changed our process. We created a detailed scorecard for each role, and we gave it to the candidate before the interview. Providing clear role expectations let them: - self-assess skills - understand role scope - prepare for the interview By informing candidates up front, we're able weed out poor fits. 2. Do paid trials We’ve also implemented a 1 - 3 month-long paid trial. This helps us: - minimize risk of mismatch - gauge compatibility - safeguard candidates from sudden job loss Trial periods protect candidates and employers from a bad fit. 3. Check in regularly It’s important to make sure everyone’s on the same page. Prioritizing check-ins with my team and clients: - resolves miscommunication - provides support - keeps issues from snowballing - continues to asses culture fit Resolve issues quickly with a clear line of communication. 4. Have hard talks early Dragging out the firing process makes it harder for everyone. Giving too many opportunities may seem like the right thing to do. In reality, it compounds the issue. An employee who can’t keep up results in: - team stress - lower productivity - wasted resources - client dissatisfaction Address issues promptly for happier, more fulfilled employment for all. 5. Hire stage-appropriate people Employee development is essential. But this is often a luxury early stage companies don’t have. Startups rarely have the time or resources to develop people to the extent they deserve. You do a disservice by hiring good people you can’t nurture. Startups need employees who can hit the ground running. It’s critical your hiring process is “stage-appropriate.” What skills are mission critical? What experiences are “must have”? How fast can they adjust to how we do things? These kinds of questions save a lot of pain. * Firing a good person is rough. Avoid it by: 1. Setting clear expectations 2. Requiring paid trial periods 3. Checking in regularly 4. Having the hard talks early 5. Making stage-appropriate hires What do you think?

🌟 “Beyond Resumes: Why Attitude Matters in Hiring” 🌟 Dear Hiring Managers, In the bustling talent marketplace, let’s pause the resume-scrolling marathon and consider a different lens: attitude. Here’s why it’s time to shift gears: 1. Resumes Are Cliff Notes, Not Novels: •A resume is like a movie trailer—it hints at the plot but doesn’t reveal the whole story. •Attitude, on the other hand, is the uncut version—the behind-the-scenes magic that shapes performance. 2. Skills Can Be Taught; Attitude Is Innate: •Sure, skills matter. But they’re like ingredients in a recipe. •Attitude? That’s the secret sauce—the zest that turns a bland dish into a Michelin-starred feast. 3. The Enthusiasm Quotient: •When you interview, watch for sparks. Enthusiasm isn’t a checkbox; it’s a fireworks display. •Attitude fuels initiative, resilience, and that extra mile. 4. Flexibility: The Swiss Army Knife of Attitude: •A rigid resume won’t adapt when the project pivots or the deadline dances. •Attitude? It’s the Swiss Army knife—ready for any challenge. 5. Past Actions Speak Louder Than Bullet Points: •Ask about their “why.” What drove them to tackle that tough project? •Attitude leaves breadcrumbs—trail mix for success. 6. Culture Fit Isn’t a Buzzword: •Resumes don’t wear company hoodies or join office karaoke. •Attitude? It’s the harmony in the team jam session. 7. Bananas vs. Blockchain: •Resumes are bananas—predictable, measured. •Attitude? It’s blockchain—an immutable ledger of character. So, dear employers, let’s hire the attitude. Seek the curious, the adaptable, the “I’ll-figure-it-out” warriors. Because when you bet on attitude, you invest in a company’s soul. (Disclaimer: No actual bananas were harmed during the creation of this metaphor.) #AttitudeMatters #HireForHeart Feel free to share, comment, or add your own twist. Let’s build teams that hum with attitude and harmony! 🚀💼

👻 Let's Talk Ghosting while Hiring! Let's face it, in the world of hiring, ghosting isn't just a buzzword; it's an all-too-familiar frustration for both startups and established companies alike. Whether you're on the hunt for top talent or eagerly awaiting that job offer, I'm sure you've probably encountered this scenario: you've invested time, aced interviews, and completed tasks, but when it comes to updates or feedback, it's like chasing a ghost! Hiring is not just about filling seats; it's about building relationships. Clear communication is the backbone of any successful hiring process. Here's the deal – a positive candidate experience isn't just a nice-to-have; it's a must-have. It reflects your company's culture, values, and respect for individuals. For companies, a strong hiring funnel isn't just about getting candidates in the door; it's about keeping them engaged, ensuring the right fit, and ultimately boosting employee retention. So, to all the HR professionals and job seekers out there, share your story if it ever happened to you. A conversation on how we can improve the hiring experience for everyone. Have you ever been ghosted or faced challenges in the hiring process? _______ #hiring #hrcommunity #startupstories #companies #ghosting #candidateexperience #communications #employeeretention #recruitment #jobseekers #linkedinforcreators #linkedincreatoraccelerator

Building a solid hiring process is your secret weapon against costly hiring mishaps that could disrupt your SaaS startup. Here's a blueprint that ensures no detail is overlooked. 🚀 1) SCREENING WRITTEN APPLICATIONS 🚀 The journey begins with sifting through written applications. Align them with your job description's must-haves. Red flags, both skills-related and cultural, are indicators of poor fit. Clear the path for potential stars who shine through! 🧪 2) PRACTICAL SKILLS TEST 🧪 Assess practical skills through tailored tests. Whether it's a task, a project, or a challenge, this step verifies capabilities. Beyond skills, it unveils their adaptability, attention to detail, and how they embrace feedback. 🤝 3) IN-PERSON INTERVIEW 🤝 Candidates making it here have already proved their potential on paper. Interviews are now about gauging culture fit and alignment with your startup's values. Standardized questions ensure fair comparisons and minimize biases. 📊 4) MAKING A DECISION 📊 Transparency is key. At Cobloom, our scoring system evaluates culture, practical fit, and skills. Involving diverse team members in the evaluation reduces bias. Choose objectively based on collective insights, not gut feelings. 💬 5) COMMUNICATING WITH UNSUCCESSFUL APPLICANTS 💬 Don't overlook the power of timely feedback. Promptly inform unsuccessful applicants with constructive insights from their interview. This thoughtful gesture can leave a positive mark, fostering future recommendations or even re-engagement. Hiring isn't just about filling roles; it's about curating a harmonious orchestra of skills, values, and potential. Agreed? Tell us in the comments! #talentaquisition #talentsourcing #talentsolutions #recruitmentagency #recruitmentconsultant #ScalentSolutions

Hiring new talent can be a complicated & exhausting process. A hire that doesn't fit into your team & vision can be deadly to your growth. Mistakes to avoid during your hiring process 👇 1. Not highlighting your company’s culture 🌍: Every individual has their distinct cultural resonance & attributes. Not showcasing your project’s cultural ethos leaves you prone to hiring the wrong fit. Think about adding a 'culture policy' segment for applicants to review. This can outline your projects style, policies & nature of the team. 2. Hiring based on impression or charisma 🧙♂️: Be wary of simply hiring because they made a very good impression on you through tone & use of language. It’s vital to match skills & capabilities to the task or responsibilities they are to handle. 3. Having vague or misleading job descriptions 🤔: Your job description should be as detailed to give the applicant a full grasp of duties & expectations. Being misleading or unclear about the nature of the job can lead to misunderstandings & false expectations. 4. Neglecting to check for references or social media presence 🤳: : Asking for & checking a candidate’s references gives you further insights & proof of a person’s skills & experience. Social media can also act as a reference & proof of work or experience. A Social media profile that’s hardly attended to by a freelancer indicates laziness or lack of expertise. (This applies more so for those involved in marketing & communications.) 5. Talking more than listening to the candidate 👂: An interview is meant for you to question & get to know your candidate. Ask questions that are open ended allowing for a deeper insight into your applicants knowhow. Encourage candidates to speak more by permitting occasional silences, they will feel more comfortable to ask questions, share concerns or offer new ideas. 6. Rushing your hiring process 💨 🏃♀️ : Take your time in finding a suitable candidate for the job. This can mean widening your search, accepting more candidates & conducting enough interviews until you find the right fit. Although this can prolong the process, ultimately hiring the wrong person can cost you time & money later down the line. That’s a wrap! �� Looking for hiring advice or a hand picked talent for your team? Simply submit a request here: https://lnkd.in/ebvgh93k Have a great weekend folks! 💜