Here's What I Learned from Hiring and Firing 1000 People

Main subjects

Teams, hiring, and motivationWork, profession, and career pathHiring and firingF/Friend / friendsForgivenessTime

Main threads of the conversation

• 00:00My experience
• 02:46Two basic rules of running a business: recruiters' and directors' mistakes
• 06:38Group assessment
• 09:29What to do when selecting people: systematic and creative hiring, signs of a good candidate
• 13:50The circumstances behind candidates' successful cases
• 14:32Areas of observation: group assessment and hiring teams in large numbers
• 16:27Tips for recruiting a good candidate
• 19:36Welcome to the comments!
• 19:50The most important hiring rule: candidates' values and priorities
• 24:04Your company's positive and negative qualities for a candidate
• 29:41Bonus

Claims made here

Individual claims identified in the material: who said them, when, and what kind of thought they express. Each timestamp opens that point in the video.

• 10:41

  If you hire only systematically, there's a chance you'll never hire anyone: you can review thirty, forty, fifty, or a hundred people, and under the criteria you initially established, you won't like or find a fit in any of them.

  Alexander Volchekcause

• 14:34

  So when hiring and evaluating someone, always keep two broad areas of observation in mind.

  Alexander Volchekcauserecommendation

• 17:01

  If all three liked someone, there's probably a chance they're slightly better than the rest.

  Alexander Volchekcomparison

• 17:26

  So overall, it's good to have another opinion present when selecting someone.

  Alexander Volchekcause

• 18:44

  I've done this many times because hiring created additional stress for me.

  Alexander Volchekcause

• 20:00

  But there's a most important rule, an incredibly important rule to consider when hiring someone.

  Alexander Volchekrecommendation

• 22:14

  Someone says, “It's important that the end client is government, because I need that experience.”

  Alexander Volchekcause

• 23:37

  They want to go somewhere else entirely, and that matters more to them than any amount of money.

  Alexander Volchekcomparison

• 27:58

  Believe me, it's better for the employee to know beforehand, hear it from you, discuss it calmly, and experience it through the interview than to encounter and understand it six months or a year later.

  Alexander Volchekrecommendationcomparison

• 28:14

  On the other hand, during the interview you communicate the great things about your company, showing what's much better, stronger, higher quality, and cooler there.

  Alexander Volchekrecommendationcomparison