BAD ASSTEAM

RECRUITING & HIRING A

@mikeytraftonMichael Trafton

BAD ASS

bad asses ♥ bad asses

bad asses ♥ bad asses test your candidates

recruiting = sales

WHAT YOU NEED

FIGURING OUT

WHAT MAKES A BAD ASS?Technical/Functional

Excellence

Understands InvoicesAccounts Receivable vs. Accounts Payable

Knows how to use QuickBooks

TABLE STAKES

Off the charts trustworthiness and ethics

Treats the company's money like her own

Can be persistent without being pushy

Knows how to keep a secret

WHAT REALLY MATTERS

LOMINGER LEADERSHIP ARCHITECT

CARDSbit.ly/lomingercards

ATTRACTING

CANDIDATES

attracting candidates is GENERA

TION

LE AD

BECOME FAMOUS

BECOME FAMOUS

BlogsMeetups

Local PressOpen Source

YOU

RCUSTOMERS

JOB POSTINGS1.No Generic Job Postings2.Title is Most Important3.Niche Job Boards4.Careers Landing Page

RECRUITERS

RECRUITER DISTRIBUTION

SUCKY REALLY GOOD

RECRUITER DISTRIBUTION

SUCKY REALLY GOOD

RECRUITER TIPS

1.Recruiters are Lead Gen, Not Sales

2.Don’t Pay a Salary Percentage

ASSESSINGCANDIDATES

USELESS

RESUMES

ARE

APPLICATIONFORM

WRITTENASSESSMENT

Describe the techniques you use for organizing and tracking requirements.

Provide a critique of [some web site’s] usability,

information architecture, and navigation. What are your

recommendations for improvement?

What do you find challenging or cumbersome about web

development? What makes it harder than it should be?

Below is some unstyled HTML. Create the CSS that

will style the HTML to produce the intended result as shown in this screenshot.

SCREENINGINTERVIEW

Give me a short review of your career and what you

have been working on lately

What did you like the most about your previous position?

What kind of job / company are

you looking for now?

What has been your compensation history, and

what are your current salary expectations?

What questions do you have for me?

IN DEPT

H

INTERVIEW

GOALS of the IN DEPTH INTERVIEW

1.Skills, Attitude, & Super Powers?

2.Make the Candidate Fall in Love

PANEL

INTERVIEW

TORC

THREAT OF REFERENCE

CHECK

BES

TINTERVIE

WQUESTION

In five minutes, could you explain something to me that is complicated but you know

well, and I probably don’t know at

all?

SKILLS

ASSESSMENT

LUNCH

PRACTICAL

EXECUTIVEINTERVIEW

GOALS of the EXECUTIVE INTERVIEW1.Dig into areas of concern

2.Sell the candidate on the company

REFERENCECHECK

What advice can you give me about

managing her effectively?

How did she respond to feedback?

What were the best ways to motivate her?

What would demotivate her?

How would you describe her willingness

to put in extra time on projects?

How did she handle the pressure of a deadline?

Does she do better with detailed instruction

or a higher level objective?

THE OFFER

MAKING

TIPS for the OFFER

1.Get the candidate to pre-commit

2.Get verbal agreement3.Block the counter offer

AFTER the OFFER

1.Gift for spouse2.First day

BAD ASSTEAM

RECRUITING & HIRING A

@mikeytraftonMichael Trafton

bit.ly/badassteam