It is not always clear when it is time to hire new people, especially as we seem to be almost always hiring new ones! However, there is a way to tell if we really need to bring new people on board.
Firstly, new client work often comes with the commitment to hire a certain number of new team members to create a team. If that’s the case, then it will be discussed in the WIP team meetings and the hiring manager will start to check our network. Secondly, we may notice that our current team is becoming overloaded, but that is not an automatic sign that we should hire more people. It may be that bad habits or certain inefficiencies have crept into our way of doing things, and we should look primarily at changing or removing these barriers to work, and only then looking to hire more people if there is still a shortage of hours in the week to get everything done.
Anti-Advertising (like the guy that posted advert of people for successful polar expedition)
Call to Action
Budgets for Facebook Advertising
Other Places to Post
We’ve also articulated on the website our hiring process.
Questions to ask
Last five books that you’ve read
Why do you want to join Mad, specifically?
Sample test brief email template to create a feedback app for Mad:
Objective: Create a simple, anonymous feedback tool for Clients and Employees to use to rate Mäd
Output: a fully working app that we can load on our phones. Also, automate test the app.
Works on large iPhones only (7+, 6+)
Splash screen with Mäd logo
User Chooses between Client & Employee
Can give Mäd a rating between 1* and 5*
Textbox for general comments
Sends an email to email@example.com, firstname.lastname@example.org, email@example.com and firstname.lastname@example.org
App to be completed in React Native
Take Design inspiration from the website for forms and buttons!
Remember to add copy (English only)
So, a completed product! Simple, but effective, should reflect the Mäd brand in terms of quality and polish…something that we (and you!) can be proud of!
Timing: 1 week, including two weekends. We would like to see your output on Monday, November 27th. Best if you can find time to come to our office and present the app to the team in the afternoon, that would be great.
If you’d need logos, you can find them under “Brand” on http://howto.workwithmad.com
References provide an additional perspective on the candidate. Ideally, we request for at least 3 references who have worked with the candidate in different capacities – superior, subordinate, peer, client, partner, etc – in order to get a fuller and multi-dimensional view of the candidate.
However, since these references are very likely cherry-picked by the candidate, expect a high probability of a glowing review. Which is not always bad but worth taking with a grain of salt especially if your gut tells you otherwise.
Another way is to do a ‘back door check’. This means finding connections to the candidate and checking on the sly. Must be done with utmost care and sparingly.
Definitely not a comprehensive list but some key areas for the Project Leader to probe on:
What could they be better at and why
Works well with others
Takes feedback (or criticism) of their work
What work environment suits them best (i.e. structured, hierarchical, fluid, process-oriented, result-oriented, etc)
How well they respond to change
Any ‘watch out’ points that would be good for us to be aware of
Any other information that will give us a better understanding of them, whether professionally or personally
Areas to cover should be tailored to the role/candidate. This can be done over the phone or via email, whichever would be convenient.