Blog
Hiring new people has always been one of our most arduous tasks. No matter how specific we try to be in our job postings, we’re always assaulted by hundreds of applications - and by the time we’ve reviewed all of them, the resumes and portfolios have congealed together into a mush that a geriatric could eat for lunch. And then we get a hundred more.
Having been through this process quite a few times, we’ve come to realize that merely sifting through someone’s work isn’t always the clearest indicator of whether they’d be a good fit in the company. When you’re dealing with a huge number of people, it can save time and plenty of effort to look at a few key traits.
Crystal Clear Communication
Beginning with well-written emails (god help you if you apply for a job with a typo-ridden, grade-school syntax email), but manifesting itself through anyone’s job in myriad ways, hiring a good communicator is an absolute must. Good communication isn’t always just about writing with poise and practice: it’s about being someone who cares about the person on the receiving end of their messages. A person conscious of this will be a rational thinker, a thorough inquisitor, and a concise and accurate delegator. A good rule of thumb is to witness (if possible) or hear about how this person talks to strangers (even if that stranger is you). Do they make small talk? Do they even make an attempt to ‘know you’?
Professionals vs. Lifers
Am I the only person who is often repelled by someone touting that “I have 12 years of experience in graphic design”? It seems like the sentiment of a grandfather who worked at the same machine in a saw mill for 45 years. It’s an admitted stretch, but to me, all that says is “I’m making a living” - so don’t necessarily be impressed by someone with 10 or 20 years of industry experience. Look at their work above all else, and even their previous positions 1, 2, 5 or 15 years earlier. Are they moving forward? Have they taken on interesting, challenging new roles or responsibilities? Is their work showing that they’ve been perfecting their craft and keeping up with the industry?
The Self-Conscious Stress Case: Annoying Friends, Invaluable Co-Workers
If you receive a designer portfolio with 10 pieces when you asked for 5, it’s probably not worth looking at for too long. If you get a portfolio with 5 pieces but they’re asking you to just focus on a couple of them in particular, give it a second look: this likely indicates that they’re concerned with how people perceive their work, and will work tirelessly to make it perfect. If their skills aren’t ‘there’ yet, they’ll be eager to learn. If you track down a designer’s Dribbble in which they’re tearing their hair out over a valid error someone has pointed out, they’re a good bet. Someone who will work late into the night to perfect a design will be good for both your company and your peptic ulcer.
Poach from the UN
Most companies, particularly small businesses, have their share of both hotheads and tacit shut-ins. If you can, hire the diplomat in the middle - nab someone who’s patient, honest, and eager to avoid or resolve conflict. If you work with needy and frustrating customers every day, you’ll appreciate someone who doesn’t take a client’s vitriol too personally and is willing to swallow their pride for the greater good.
Hire the Functioning Member of Our Society
It should be self evident, but usually isn’t. There are tons of painfully talented people in the world, but as with any faction, talented or otherwise, a good amount of them are either ignorant to criticism, lacking in social graces, or generally a pain to be around. If someone cracks a joke in their introductory email or points out a similar interest, it probably isn’t a ploy - it’s an attempt to make a connection and start a real conversation, which is refreshing in any setting. Co-operative talent may only make your business functional, but a team of people who can’t stand one another will make it implode.
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The fundamental thing that we’ve learned is the importance of first impressions in the hiring process - and, as an offshoot, the significance of instincts. All of the points above can be identified to a certain extent in your first correspondence, and much of your decision will probably be made at this point, too (particularly if you’re dealing with a deluge of applications like we do). Now, of course, there are exceptions. None of this is to say that a poor communicator will do their job poorly. But without the advantage of a two-day ‘discovery’ period with each of your applicants, these superficialities are our best resource.
Job hunters, take note.
