Hiring with a Vision

From building your vision to the methods to find, screen and select the best candidates for you - I will share my full hiring framework with you. Hiring makes up 50% of the success of your studio, so it is important to get it right! It is worth investing heavily upfront to build a sustainable studio for the long term.
I'll share in this class my framework on how to hire your Dream Team. From building your vision to the methods to find, screen and select the best candidates for you. Hiring makes up 50% of the success of your studio, so make it right! It is worth investing heavily upfront to build a sustainable studio for the long term.
Your Why is your North Star for every single decision you make. It shapes your behaviour and communication towards others, including new hires. Invest the time to define and crystallise your Why, before building a new studio.
After you defined your Why, define your own personal values. Your personal values influence everything you do, who you hire, how you make decisions. Make it intentional, not accidental.
Before you hire, get clarity about your studio mission and vision so you attract the right people for your mission.
Once your mission is crystallised, translate it into a Mission Card by job position. This will help you draft the hiring process and steps for each position you're recruiting for.
If you decide to go for a technical test in your hiring process, here are the things to keep in mind when designing a technical test.
Crystallise your vision of a Dream Team. Who do you need, how many people, which skills for which phase, what team composition should you aim for? Why Diversity matters so much when hiring?
Now that you have your Studio Vision and Mission, and your Team composition laid out, you're ready to draft your interview plan for a specific position.
The common belief is that the sourcing of candidates should be handled by recruiters. If you're looking for the key people at early stage, the best way is by sourcing people yourself. Where to start?
My best practices on running phone screening interviews from 100+ interviews.
Why is this step important? I'll share my best practices of questions through these group and peer interviews.
What are the red flags you can identify early in the process? Here are my best practices from running 100+ interviews.
How do you conduct reference check interviews? What should you ask? What is the outcome expected?
If you find yourself not with a big YES on a candidate, it's a no... here's why.
When to discuss salary in the hiring process? when should it be a deal-breaker?
Iterate on the hiring process. Like a product, it is never final!
Closing this module of 'Hiring game teams with a Vision', what are the key things to remember when hiring for a new team?