(with Laura Marciano)

To start, it must be stated that technically, this hiring cycle is not my first one, as I took part in hiring a new support team member for our Denmark office in August 2014. However, this was the first time I was put in charge of the whole process, from start to finish.

What is this whole process I’m harping on about? Well, let me give you an idea of what I wrestled with since I was given the go ahead for a new support team member.

  • Determining the need (confirming there is a budget and enough work for the new hire to help with).
  • Crafting a job description that properly outlines your need and the requirements of the right fit.
  • Figuring out where to share the job posting in order to attract high quality candidates.
  • Waiting for applications to roll in, and sorting out the good and best candidates from the obviously bad ones.
  • Saying “No” to multiple people who are looking for a better career or a chance to switch jobs and make a difference in their lives.
  • Interviewing multiple people at the same time and comparing them to one another for a single opening.
  • Perfecting hiring for culture fit. Figure out which of your favorites will be a good fit for the team, and will help improve what the team does long-term.
  • Dealing with performance anxiety every step of the way- i.e. did I make the right decision?

As I waited for applications to roll in (and I’ve seen a few promising candidates), I decided to share my thoughts on this whole process, and roped in my friend Laura Marciano, who has also gone through this process multiple times and has lots to share on this topic.

We’ll detail how we’ve worked through each point above, include what we’ve learned from some of the more seasoned pros out there, and highlight some of their thoughts on the entire process.

Let’s do this!

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