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Recruiting principles we work by

1. Always be recruiting

As managers, it’s not just our responsibility to make today’s team perform. It is also to plan and prepare the team for future company needs. This means that organizational development ****should always be on your mind and an activity that you dedicate time to every week. You are doing well when you continuously maintain a 6 and 12 month organisational plan and proactively work on lining up talent that can join the team timely. Poor recruiting work is commonly a product of poor planning and a sense of urgency. The best way of avoiding this is to work with a long-term perspective.

💡Consider

• How will the demand of your team change over the coming year?
• What’s different in the next evolution of your team?
• What kind of energy, personality or skillset will make your team even stronger?
• What ways do you have to meet with new potential talent on a monthly basis? How will you hold yourself accountable?

2. Never compromise on value match

It can be tempting for the less experienced manager to compromise a bit on value match when a candidate displays glaring brilliance in a valued skill. It is however never the best long-term outcome for the team or the candidate. So be cautious about this effect and get help from others to make sure you hold a high standard of value match in your recruiting work.

💡Consider

• How does the candidate relate to AutoUncle’s Five Cs (core values)?
• Does the individual seem coachable and self aware?
• Might the candidate be so impressive that it makes it harder for you to see value-based shortcomings? How can you learn more about this?
• What will happen if the candidate is dropped in a random breakout room at an AutoUncle virtual event? Will they get along? Will they contribute well?
• Would you enjoy spending time with this person outside work?