How Mindstrong’s values influence our hiring process
Imagine this: You’ve opened up a brand new role at your fast-growing company. This role fills a huge need for your team, and finding the right fit is crucial when thinking about the growth of your team, your org, and your company in the months and years ahead. Now, ask yourself, what is the most important factor determining if the person you hire will be successful or not?
At first, it’s easy to say that this person needs to be technically gifted at the work that they do. They need to have the skills to accomplish this work quickly and expertly, with little feedback or input needed from you. Even better? They have years of experience in this field and you can count on them to be the expert in the area so you can stay focused on the other needs of your team. And sure, technical skills and experience are extremely important factors in success- but skills can be taught and enhanced through training and mentoring– but what happens when the super talented and experienced person you hired for the job doesn’t know how to operate within the culture of the company? This ‘ideal candidate’ will never truly succeed because they don’t know how to play in the environment you and the rest of your current team mates have worked so hard to create and cultivate.
So what is the most important factor to success? That’s easy– someone that can operate in your culture. A harder question to answer might be what creates your unique company culture? At Mindstrong, our culture is determined and built by our Company Values. These values aren’t words on a card we send to new hires or phrases that are rattled off by leaders at the start of every year–they are built into our DNA. We embody them. We tie every OKR and company-goal to them. They are the crucial element that will dictate the success or failure of what we do every day.
One of the best ways to ensure the success of your company is to recruit folks that embody the values you have worked so hard to build. Sounds simple, right? Well there is a bit of an art to this and here at Mindstrong, we have put this at the core of our recruitment process to ensure we have the right fit.
When you’re building out your recruiting process and team, make sure that the company values are baked into every step–from interview questions to job descriptions. Our Recruiting Team meets with the hiring manager for each role before it’s posted in order to gain a deep understanding of how our values will show up in the particular role we are searching for. Next, when we’re ready to post a job description, we make sure it not only includes functions of the job, but it is also inclusive of our values and the way those values translate into the skills and competencies of the position we’re hiring.
Once we’ve found a few folks we think will be a good fit, we make sure that the interview process has our values at the very center. Each person on the interview panel for the candidate is making sure to glean how this person has exhibited our company values in past roles and environments. We also make sure that the questions we ask are focused less on skills and competencies, and more on character.
Lastly, when it’s decision time, the discussion is not simply focused on technical ability, but also on how the candidate has demonstrated our values throughout their interview process. We also dig in to make sure we are aligned, and that we also believe the candidate is aligned with our values, too, in tangible ways.
It may seem challenging to recruit, interview, and hire with a values-based approach, but I promise it leads to increased longevity in roles as well as satisfaction and happiness — both for the candidate and the team they join.