I’ve hired hundreds of people in my teams through the years. And I’ve made a bunch of hiring mistakes.
Hiring is probably the most challenging thing a leader has to do. You might have the most incredible methodology and recruitment process in the world. You’re still not exempt from failing.
Sometimes, realizing you made a hiring mistake might even take a while. That error will cost you and your business, and it’s hard to recover.
Fortunately, I’ve also had a few bright notes in that ocean of hiring disasters. One of them was Alice (not her real name).
Interestingly, I wasn’t looking for new talent in the team, but somehow she found me.
Like most executives, I’ve been used to receiving tons of unsolicited messages by email or LinkedIn from potential candidates. They usually end up in the trash after a few seconds.
The problem(s)?
There are quite a few: their messages are too long, self-centric, and generic. Most importantly, they feel fake and unauthentic. I don’t care if you admire my company’s vision and mission or if you liked one of my quotes in the latest company’s press release!
Alice did something different. She felt genuine and authentic to me.
Here’s what her first message was:
Hi Tanguy,
I help hardware companies build products their customers want on time and within budget.
I love what your company is doing by expanding into the consumer segment, precisely where my track record is. My resume is attached.
Let’s talk if you believe I can help tackle your current challenges. If not, no worries, we can still connect.
Alice
Short and to the point. In about 50 words, I knew Alice was a consumer-centric product leader focused on delivering profitable products within timelines. It was clear where she could help.
The very next day, Alice and I were on our first call.
No nasty surprises there. Alice knew her stuff and helped me connect the dots with some real issues my business faced.
I didn’t have an immediate opening, but a few months later, the opportunity for a new role arose.
We got Alice in with several other candidates. After a few weeks, it became clear to the recruiting team that Alice stood out as the top contender. She was not the most experienced candidate but was the most direct and authentic.
We offered her the role. She accepted it.
Alice soon became one of my top performers. She wasn’t perfect, but everything she did or planned was highly predictable. No bad surprises. Just like when we first met.
Ever since I’ve worked with Alice, I keep paying attention to those rare messages from highly motivated people reaching out to me who know how to keep it real and to the point.
Their concise authenticity is their best door opener for a first conversation and more.