I think the core point to understand about the hiring process, is that it is one of the hardest, most time consuming processes that any manager has to do. Typically it means scanning tons of resumes (typically this means stacks of 100s of applicants). In the aggregate, while there are exceptions, if it “looks like a duck, and quacks like a duck, it is probably a duck”.
So how does this translate to searching for candidates?
Well, in general when you are scanning resumes you are looking for “proxies” for quality (remember you are devoting maybe 30 - 60 seconds to each resume initially, and even at that rate it will take you 30+ minutes to get through the resume dump you have been given that day. This doesn’t count the extra time you spend on the most promising candidates.
So, what are good proxies?
The best proxies are competing companies for your industry, where they are currently working at. It shows they both 1. Are able to do an equivalent job, and 2. They know the specifics of your industry.
Next best proxy: A similar job that they have done at any company (preferably at a company which you have heard of, and know hires good quality).
The next “goodness” proxy I use is “have they done anything I heard about, or can infer their competence from? An example is a project that I know is non trivial.
The final proxy you can use of course is a degree. Since it is known quantity of “work” that was needed to successfully complete that degree.
This is to say, if you don’t have a degree you need to “stand out” in some way. Show that you can “do” something valuable.
Remember at the end of the day the employer has to get “value” out of you. You need to provide some multiple of what you cost for it to be “worth” hiring you. Some numbers for context:
For 100k job, that usually translates to 160k all in cost for the employer (benefits, taxes, overhead, etc). Add in the risk you may not work out (if they are 90% certain, then they have to expect 177k of value just to break even).
If you are less solid of a candidate, say 50% chance of working out, then the number is 320k.
Either way, you need to give the expectation that you will give way more value then your cost given your risk profile.
So to circle back, how do you get these jobs? Find a way to demonstrate your “value” in the context of the employers needs or find ways of reducing your “risk” profile for them hiring you.
So how does this translate to searching for candidates?
Well, in general when you are scanning resumes you are looking for “proxies” for quality (remember you are devoting maybe 30 - 60 seconds to each resume initially, and even at that rate it will take you 30+ minutes to get through the resume dump you have been given that day. This doesn’t count the extra time you spend on the most promising candidates. So, what are good proxies? The best proxies are competing companies for your industry, where they are currently working at. It shows they both 1. Are able to do an equivalent job, and 2. They know the specifics of your industry. Next best proxy: A similar job that they have done at any company (preferably at a company which you have heard of, and know hires good quality). The next “goodness” proxy I use is “have they done anything I heard about, or can infer their competence from? An example is a project that I know is non trivial. The final proxy you can use of course is a degree. Since it is known quantity of “work” that was needed to successfully complete that degree.
This is to say, if you don’t have a degree you need to “stand out” in some way. Show that you can “do” something valuable.
Remember at the end of the day the employer has to get “value” out of you. You need to provide some multiple of what you cost for it to be “worth” hiring you. Some numbers for context: For 100k job, that usually translates to 160k all in cost for the employer (benefits, taxes, overhead, etc). Add in the risk you may not work out (if they are 90% certain, then they have to expect 177k of value just to break even). If you are less solid of a candidate, say 50% chance of working out, then the number is 320k.
Either way, you need to give the expectation that you will give way more value then your cost given your risk profile.
So to circle back, how do you get these jobs? Find a way to demonstrate your “value” in the context of the employers needs or find ways of reducing your “risk” profile for them hiring you.
Hope this helps.