{"id":19265,"date":"2022-03-11T12:13:50","date_gmt":"2022-03-11T12:13:50","guid":{"rendered":"https:\/\/getlighthouse.com\/blog\/?p=19265"},"modified":"2022-12-22T13:19:30","modified_gmt":"2022-12-22T13:19:30","slug":"why-you-are-terrible-at-hiring","status":"publish","type":"post","link":"https:\/\/getlighthouse.com\/blog\/why-you-are-terrible-at-hiring\/","title":{"rendered":"Why You Are Terrible at Hiring (And What Do About It)"},"content":{"rendered":"\n<p>What does it take to become great at hiring? <\/p>\n\n\n\n<p>Why do so many companies have bad hiring processes?&nbsp;<\/p>\n\n\n\n<p>Rich Paret, a tech executive who has been a VP of Engineering at Twitter, a Senior Director at Google, and built teams a number of startups, has a passion for hiring.&nbsp;He shares his advice on why so many people are terrible at hiring and how you can bring the Evidence-Based Hiring process to your company to become great at hiring.&nbsp;<\/p>\n\n\n<div class=\"wp-block-image is-style-default\">\n<figure class=\"aligncenter size-medium\"><img decoding=\"async\" width=\"300\" height=\"300\" src=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2022\/03\/111-300x300.png\" alt=\"Terrible at hiring (and what do about it)\" class=\"wp-image-19266\" title=\"\" srcset=\"https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2022\/03\/111-300x300.png 300w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2022\/03\/111-1024x1024.png 1024w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2022\/03\/111-150x150.png 150w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2022\/03\/111-768x768.png 768w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2022\/03\/111-1536x1536.png 1536w, https:\/\/getlighthouse.com\/blog\/wp-content\/uploads\/2022\/03\/111-2048x2048.png 2048w\" sizes=\"(max-width: 300px) 100vw, 300px\" \/><\/figure>\n<\/div>\n\n\n<div class=\"embed-container\"><iframe width=\"100%\" height=\"180\" frameborder=\"no\" scrolling=\"no\" seamless=\"\" src=\"https:\/\/share.transistor.fm\/e\/d8920d83\"><\/iframe><\/div>\n\n\n\n<h3 class=\"wp-block-heading\">Listen to our episode on why you are terrible at hiring and what you can do about it:<\/h3>\n\n\n\n<ul class=\"wp-block-list\">\n<li><a href=\"https:\/\/open.spotify.com\/show\/46J4CvswW95p3bs6zOu7yY\" target=\"_blank\" rel=\"noreferrer noopener\">Spotify\u200b<\/a><\/li>\n\n\n\n<li>\u200b<a href=\"https:\/\/podcasts.apple.com\/us\/podcast\/creating-high-performing-teams\/id1602986064\" target=\"_blank\" rel=\"noreferrer noopener\">\u200b\u200b\u200bApple Podcasts\u200b\u200b\u200b<\/a><\/li>\n\n\n\n<li>\u200b\u200b\u200b\u200b<a href=\"https:\/\/podcasts.google.com\/feed\/aHR0cHM6Ly9mZWVkcy5zb3VuZGVyLmZtLzE4MjEwL3Jzcy54bWw?sa=X&amp;ved=0CAMQ9sEGahgKEwiApZXG4JP1AhUAAAAAHQAAAAAQvgI\" target=\"_blank\" rel=\"noreferrer noopener\">Google Podcasts\u200b\u200b\u200b\u200b<\/a><\/li>\n\n\n\n<li>\u200b<a href=\"https:\/\/www.stitcher.com\/podcast\/adulting-101-2\/creating-high-performing-teams\" target=\"_blank\" rel=\"noreferrer noopener\">\u200b\u200b\u200b\u200bStitcher\u200b\u200b\u200b\u200b<\/a>\u200b<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Show Notes:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Book:&nbsp;<a href=\"https:\/\/amzn.to\/35S6DQz\" target=\"_blank\" rel=\"noreferrer noopener nofollow\"><strong>Who: The A Method for Hiring<\/strong><\/a>\n<ul class=\"wp-block-list\">\n<li>Advice for how to structure your interviews to make better decisions when hiring<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li><strong>The key parts of Evidence-Based Hiring:<\/strong>\n<ul class=\"wp-block-list\">\n<li><strong>Define roles<\/strong>&nbsp;in detail - understand what you\u2019re looking for.<em>&nbsp;Ask: Do you know well enough that you can you hire the first person you interview?<\/em><\/li>\n\n\n\n<li><strong>Standardize interview<\/strong>&nbsp;formats and questions.<\/li>\n\n\n\n<li>Use&nbsp;<strong>Behavioral questions<\/strong>&nbsp;focused on situational questions&nbsp;<strong>based on past behavior.<\/strong><\/li>\n\n\n\n<li>Determine what a good answer is&nbsp;<strong>in advance<\/strong><\/li>\n\n\n\n<li><strong>Train<\/strong>&nbsp;interviewers<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>Learn more&nbsp;<a href=\"https:\/\/rework.withgoogle.com\/guides\/hiring-use-structured-interviewing\/steps\/introduction\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>from Google about Evidence-Based Hiring here.<\/strong><\/a><\/li>\n\n\n\n<li>The baseline for most companies is so bad, being good is a huge advantage\n<ul class=\"wp-block-list\">\n<li>Learn the&nbsp;<a href=\"https:\/\/getlighthouse.com\/blog\/interview-mistakes\/\" target=\"_blank\" rel=\"noreferrer noopener\"><strong>10 interview mistakes that cost companies great candidates<\/strong><\/a>&nbsp;(don\u2019t&nbsp;do these things!)<\/li>\n<\/ul>\n<\/li>\n\n\n\n<li>If you ask people to do work on your business&nbsp;(write&nbsp;code, create content, make designs, etc), you should pay them!&nbsp;<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">Key actions for you to take to to stop being terrible at hiring:<\/h2>\n\n\n\n<ul class=\"wp-block-list\">\n<li>Take a look at your interview process and consider these 3 ways to improve:\n<ol class=\"wp-block-list\" start=\"1\">\n<li><strong>Give fewer interviews \/ Stop giving so many interviews<\/strong>. Eliminate any interview that isn\u2019t structured and doesn\u2019t result in a clear signal.&nbsp;<\/li>\n\n\n\n<li><strong>Have a plan and preparation for every interview<\/strong>. No one in at your company that is part of the interview process should be reading a resume on the spot to figure out something to talk about.<\/li>\n\n\n\n<li><strong>Build decision criteria in advance<\/strong>. Know what you want and why so that you avoid changing what you\u2019re looking for while searching.<\/li>\n<\/ol>\n<\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\">How to follow and find Rich:<\/h2>\n\n\n\n<p>You can learn more about evidence-based hiring and leadership from Rich via his mailing list, starting with&nbsp;<a href=\"https:\/\/repeatforever.substack.com\/p\/the-career-story-interview\" target=\"_blank\" rel=\"noreferrer noopener\"><u>The Career Story Interview<\/u><\/a>, and you can hire him to help you build your team at&nbsp;<a href=\"https:\/\/tenarch.com\/\" target=\"_blank\" rel=\"noreferrer noopener\"><u>tenarch.com<\/u><\/a>.&nbsp;<\/p>\n\n\n\n<h4 class=\"wp-block-heading\">Want to learn and grow as a team, but without the boring instructors, and in a way that builds bonds with your fellow managers? <\/h4>\n\n\n\n<p>Then check out the&nbsp;<strong><a href=\"https:\/\/grouplessons.getlighthouse.com\/?utm_source=podcast&amp;utm_medium=Podcast+-+Lighthouse+Lessons&amp;utm_campaign=Lighthouse+Lessons+Ad\">Lighthouse Lessons Group Edition<\/a><\/strong>&nbsp;and start growing together. Learn more about the many program options you have and sign up for&nbsp;<strong><a href=\"https:\/\/grouplessons.getlighthouse.com\/?utm_source=podcast&amp;utm_medium=Podcast+-+Lighthouse+Lessons&amp;utm_campaign=Lighthouse+Lessons+Ad\">more info here<\/a>.<\/strong><\/p>\n","protected":false},"excerpt":{"rendered":"<p>What does it take to become great at hiring? Why do so many companies have bad hiring processes?&nbsp; Rich Paret, a tech executive who has been a VP of Engineering at Twitter, a Senior Director at Google, and built teams a number of startups, has a passion for hiring.&nbsp;He shares his advice on why so [&hellip;]<\/p>\n","protected":false},"author":6,"featured_media":19266,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[35],"tags":[],"class_list":["post-19265","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-creating-high-performing-teams-podcast"],"_links":{"self":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts\/19265","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/users\/6"}],"replies":[{"embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/comments?post=19265"}],"version-history":[{"count":3,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts\/19265\/revisions"}],"predecessor-version":[{"id":22093,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/posts\/19265\/revisions\/22093"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/media\/19266"}],"wp:attachment":[{"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/media?parent=19265"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/categories?post=19265"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/getlighthouse.com\/blog\/wp-json\/wp\/v2\/tags?post=19265"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}